New Hampshire Workers' Compensation Laws: Benefits, Deadlines, and Your Rights

New Hampshire requires virtually all employers to carry workers' compensation insurance for their employees. Under RSA 281-A, an injured worker receives no-fault medical care and wage-replacement benefits in exchange for giving up the right to sue the employer in civil court.

Is workers' comp required in New Hampshire?

Yes. RSA 281-A requires all New Hampshire employers with one or more employees to carry workers' compensation insurance. There is no small-business exemption based on company size. Coverage extends to full-time and part-time employees across most industries. The administering agency is the New Hampshire Department of Labor, Workers' Compensation Division, which oversees insurance compliance, processes claims, and resolves disputes. Employers that operate without required coverage can face significant penalties and lose important legal defenses if an injured worker later pursues a civil claim against them.

Benefits you can receive

New Hampshire workers' compensation covers two broad categories of benefits: medical care and wage replacement.

Medical benefits pay for all reasonable and necessary treatment for a work-related injury or illness, with no deductible or copay owed by the worker. This includes emergency care, surgery, hospitalization, physical therapy, and prescription medications.

Wage-replacement benefits begin after a 3-day waiting period. New Hampshire's wage-replacement rate is 60% of your average weekly wage (AWW), which is lower than the 66 2/3% standard used in most states. The benefit is subject to a minimum floor of 30% of the statewide AWW and a maximum cap of 150% of the statewide AWW, both of which the state adjusts annually. Under RSA 281-A:28, the first 3 days of disability are not compensated unless the disability continues for 14 days or longer, in which case those initial 3 waiting days are paid retroactively.

New Hampshire recognizes the standard disability categories. Temporary total disability (TTD) applies when you are completely unable to work during recovery. Temporary partial disability (TPD) applies when you return to lighter duty at reduced wages. Permanent partial disability (PPD) covers lasting impairments to specific body parts or functions and is often resolved through scheduled benefits or a lump-sum settlement. Permanent total disability (PTD) applies when the injury prevents any future employment. Death benefits, including burial expenses and weekly payments to surviving dependents, are available when a work injury or illness causes death. Most claims ultimately resolve by a negotiated settlement.

Deadlines: reporting your injury and filing a claim

Two separate time clocks run on every New Hampshire workers' compensation claim, and missing either one can jeopardize your benefits.

Report-to-employer deadline: New Hampshire law gives workers up to 2 years to provide notice to the employer, which is unusually long. That does not mean you should wait. Prompt notice protects you against disputes about whether the injury is work-related and triggers your employer's own reporting duty. Under RSA 281-A:53, I, the employer must report any injury sustained in the course of employment to the Labor Commissioner at the New Hampshire Department of Labor as soon as possible, and no later than 5 days after the employer learns of it, with a copy of that report going to its insurance carrier. That duty applies whether or not the injury disables you. A separate supplemental report is required when the disability extends beyond the 3-day waiting period, and it is due no later than 7 days after the accidental injury. Notifying your employer in writing as soon as possible after the accident is strongly advisable.

Claim statute of limitations: You have 3 years from the date of injury to file a formal workers' compensation claim. There is a separate backstop: indemnity benefits are barred 4 years after the last receipt of benefits or the last denial of a claim. Do not assume you have the full period available; circumstances can complicate the calculation. If you are unsure whether your deadline has passed, consult a workers' compensation attorney without delay.

Choosing your doctor

New Hampshire generally gives the employee the right to choose the treating physician. This is favorable compared to states where the employer or insurer controls all medical care from the start.

One important caveat: if the insurer has established a managed-care program, you may be required to seek care within that network. Managed-care arrangements are permitted under RSA 281-A and can limit your initial provider choice. Even where a managed-care program applies, you retain the right to appropriate medical treatment for your work injury. The insurer may also require an independent medical examination (IME) at its own cost to evaluate your condition; you are generally obligated to attend. If your treating physician and the IME doctor disagree, the Department of Labor can help resolve the dispute.

Can you sue your employer? The exclusive-remedy rule

New Hampshire workers' compensation operates on the same no-fault bargain found in every other state: you receive guaranteed benefits without proving fault, and in exchange you give up the right to sue your employer in civil court for the workplace injury. This is the exclusive-remedy rule under RSA 281-A:8.

Three standard exceptions exist where a separate lawsuit may still be possible:

1. Intentional torts by an individual, not by the employer entity. RSA 281-A:8, I is written asymmetrically, and the distinction matters. Subparagraph I(a) waives your rights of action against "the employer or the employer's insurance carrier" with no intentional-conduct carve-out at all. The words "except for intentional torts" appear only in subparagraph I(b), which covers "any officer, director, agent, servant or employee acting on behalf of the employer." On the face of the statute, then, an intentional-tort claim runs against the individual who intentionally caused the harm, such as a supervisor, co-worker, or corporate officer, rather than against the company itself.
2. Third-party claims. If someone other than your employer caused or contributed to your injury (for example, a negligent equipment manufacturer, a careless contractor on a shared worksite, or a driver who caused a vehicle accident during work hours), you may sue that third party in civil court while still collecting workers' comp benefits. Any civil recovery typically requires reimbursing benefits already paid.
3. Uninsured employer. If your employer was required to carry coverage but failed to do so, you may pursue a civil action and cannot be limited to the exclusive-remedy bar.

Outside these exceptions, workers' comp remains your only recourse against the employer regardless of how serious the injury was or how recklessly the employer acted.

If you were hurt at work in New Hampshire

Taking the right steps promptly protects both your health and your legal rights.

Report the injury right away. Tell your employer or supervisor in writing as soon as possible after the accident, even if the injury seems minor at first. While New Hampshire allows up to 2 years for notice, early written reporting prevents later disputes about whether the injury happened at work.

Get medical care. Seek evaluation from a licensed physician promptly and tell the provider that the injury is work-related. This creates a contemporaneous medical record that is essential to your claim. If the insurer has a managed-care program, verify which providers are in the network before your first visit.

File within the statute of limitations. You have 3 years from the injury date to file a formal claim with the New Hampshire Department of Labor. Do not wait until the last moment, especially if the insurer has denied benefits or disputed your claim.

Keep records. Retain copies of medical records, correspondence with your employer and the insurer, wage statements, and a written log of how the injury affects your daily life and your ability to work.

Consult an attorney for disputes. New Hampshire workers' compensation attorneys typically work on contingency, charging no upfront fee. If the insurer disputes liability, denies benefits, or offers a settlement that seems inadequate, an experienced workers' comp lawyer can guide you through the Department of Labor hearing process and any appeals.

This article is general legal information, not legal advice. Workers' compensation rules vary by state and change, and benefit amounts and deadlines depend on the specific facts. For advice about a specific claim, consult a licensed workers' compensation attorney in New Hampshire.

Related pages:

• Workers' Compensation Laws by State: hub overview for all 50 states
• New Hampshire Statute of Limitations: deadlines for civil claims in New Hampshire

More New Hampshire Laws

• New Hampshire At-Will Employment Laws
• New Hampshire Car Accident Laws
• New Hampshire Final Paycheck Laws
• New Hampshire Slip and Fall Laws
• New Hampshire Statute of Limitations