Workers Comp Cost in California: How Premiums Are Calculated

“How much is workers’ comp going to cost me?” is the first question almost every California business owner asks me. The honest answer is that it depends, but it depends on specific things you can see, measure and in many cases control.

This guide breaks down workers comp cost in California the way an underwriter looks at it. I’ll walk through the premium formula one step at a time, show a clearly hypothetical worked example, explain the 2026 rate news, and finish with the practical levers I use to help employers keep premiums under control.

I’m Shalom Samya, a licensed commercial insurance broker based in Tarzana. I’ve been a licensed producer since 2014 and have spent more than 15 years in commercial insurance, working with employers across Los Angeles, the San Fernando Valley and the rest of California. Workers’ comp is the policy I talk about more than any other, because it is usually the largest insurance bill a business with employees pays.

The Short Answer: How Much Is Workers Comp Insurance in California?

There is no single price. How much workers comp insurance in California costs comes down to what your employees do, how much you pay them, and how your claims history compares to similar businesses.

A small office with a few clerical employees may pay a modest premium that barely registers against payroll. A roofing contractor, framing crew or tree service with the same headcount can pay many times more, because the injury risk is so much higher.

That’s why I push back when someone asks for a “ballpark” before I know the class codes and payroll. Any number given without those two pieces is a guess, and guesses in workers’ comp tend to be wrong in expensive ways.

If you are still figuring out whether you need coverage at all, start with my guide on whether workers’ comp is required in California. The short version: with one or more employees, you almost certainly do.

2026 Workers Comp Rates California: What the $1.65 Figure Means

You may have seen headlines about 2026 workers comp rates in California. The California Insurance Commissioner adopted an average advisory pure premium rate of $1.65 per $100 of payroll, effective September 1, 2026. That is an increase over the 2025 figure.

That number gets quoted a lot, and it gets misunderstood a lot. Here’s what it is and what it isn’t.

What an advisory pure premium rate is

The Workers’ Compensation Insurance Rating Bureau of California (WCIRB) studies claims data and recommends pure premium rates for each class code. The Commissioner then adopts advisory rates.

A “pure premium” only covers the expected cost of losses and the cost of adjusting those losses. It does not include the insurance company’s expenses, commissions, taxes, profit or other loads.

Why $1.65 is not what you’ll pay

First, it is an average across every class in the state. Clerical office work sits at a fraction of that average. High-hazard work like roofing, framing and tree trimming sits many times higher. Almost no real business pays exactly the average.

Second, it is advisory. Each carrier files its own rates with the state and adds its own expenses. Two carriers can quote the same class code at noticeably different rates.

Third, your final premium is also shaped by your experience mod, schedule credits or debits, minimum premium and fees. The $1.65 figure tells you about the direction of the market. It doesn’t tell you your bill.

What I take from the 2026 number is simple: costs are trending up, so shopping the market and fixing avoidable pricing errors matter more this year, not less.

Workers Comp Premium Calculation: The Formula, Step by Step

Like all workers comp insurance in California, your policy is priced per $100 of payroll, by class code. Once you understand the formula, your quote stops being a mystery.

Here is the basic workers comp premium calculation:

Premium = (Payroll ÷ 100) × Class Rate × Experience Mod, then plus or minus schedule credits/debits, plus fees and assessments, subject to a minimum premium.

Each piece is worth understanding on its own.

Component	What it is	Who controls it	How much you can influence it
Payroll	Remuneration paid to employees in each class, estimated at the start of the policy and audited at the end	You	High: accurate estimates and proper records prevent overcharges
Class code	WCIRB classification describing the type of work performed	WCIRB rules, applied by carrier and auditor	Medium: correct classification and payroll splitting can matter a lot
Class rate	Carrier’s filed rate per $100 of payroll for that class	Carrier	Medium: varies between carriers, which is why shopping matters
Experience mod (X-Mod)	Factor comparing your actual losses to expected losses for your classes	WCIRB calculation, driven by your claims	Medium to high over time: safety, claims management and error correction
Schedule credits/debits	Underwriter adjustments for things like safety programs, experience and operations	Carrier underwriter	Medium: a well-presented submission helps
Minimum premium	The lowest premium the carrier will charge for a policy	Carrier	Low: mostly matters to very small payrolls
Fees and assessments	State-mandated assessments and policy fees added to the premium	State and carrier	Low
Payroll audit	End-of-term review of actual payroll by class	Carrier auditor, using your records	High: clean records protect you from surprise bills

Step 1: Figure out payroll by class

Payroll is the base the premium is built on. The carrier estimates it up front from the numbers you provide, then checks it at audit.

Payroll has to be tracked by class code, not just as one big number. If you have office staff, outside sales and field workers, each group’s payroll is rated separately.

Step 2: Divide by 100

Rates are expressed “per $100 of payroll.” So $500,000 of payroll becomes 5,000 units for rating purposes.

Step 3: Multiply by the class rate

Each class code has a rate. Multiply the units by that rate and you get the “manual premium” for that class. Add up every class and you have your total manual premium.

Step 4: Apply the experience mod

If your business is large enough to be experience rated, the manual premium is multiplied by your mod. A 1.00 mod is neutral. A 1.20 mod adds 20%. A 0.85 mod takes 15% off.

Step 5: Apply schedule credits or debits

The underwriter may apply credits or debits based on what they see in your operations, safety program, management experience and other factors.

Step 6: Add fees and assessments, compare to minimum premium

State assessments and policy fees are added. If the calculated premium falls below the carrier’s minimum premium, you pay the minimum.

A Hypothetical Worked Example

To make this concrete, here’s a worked example. This is entirely hypothetical. The rates below are round, illustrative numbers I chose to make the math easy to follow. They are not actual California class rates, and real rates vary widely by carrier, class code and year.

Imagine a small Los Angeles trade business with 12 employees:

• 3 office employees with a combined payroll of $400,000
• 9 field employees with a combined payroll of $600,000
• Total payroll: $1,000,000

Assume, purely for illustration, a rate of $0.50 per $100 for the office class and $8.00 per $100 for the field class.

Step	Office class (hypothetical)	Field class (hypothetical)	Running total
Payroll	$400,000	$600,000	$1,000,000
Units (payroll ÷ 100)	4,000	6,000
Illustrative rate	$0.50	$8.00
Manual premium	$2,000	$48,000	$50,000
Experience mod 1.10			$55,000
10% schedule credit			$49,500
Fees and assessments (illustrative)			about $51,000

Now look at what moves the number in this hypothetical.

What if the payroll isn’t split?

If the office payroll were lumped into the field class, all $1,000,000 would be rated at the illustrative $8.00. That’s $80,000 in manual premium instead of $50,000. Same business, same people, $30,000 more before the mod even applies.

That is why class codes and payroll splitting are usually the first thing I check on any policy I review.

What if the mod were better?

Keep everything else the same but change the mod from 1.10 to 0.85. The $50,000 manual premium becomes $42,500, and after the 10% schedule credit it’s $38,250 before fees. The difference between those two mods, in this hypothetical, is more than $11,000 a year.

What if the payroll estimate is wrong?

Suppose the owner estimated $1,000,000 of payroll but actually paid $1,200,000 because the business grew. At audit, the carrier recalculates on actual payroll and sends a bill for the difference. The reverse is also true: if payroll comes in lower, you should get a refund.

Again, the numbers here are illustrative. The point is the mechanics, and the mechanics are the same for every California employer.

Workers Comp Class Codes California: Why Classification Drives Everything

If I had to name the single biggest driver of cost, it’s classification. Workers comp class codes in California are set by the WCIRB and describe the type of work performed. Each class carries its own rate, and the spread between the lowest and highest classes is enormous.

How classification works

Most businesses are assigned a governing class based on their main operation. Some kinds of employees, such as clerical office staff and certain outside salespeople, may qualify for separate standard exception classes if they meet the rules.

In construction and some other industries, payroll can be divided among multiple classes when the work and records support it. The rules are specific, so the records need to be too.

Illustrative relative risk by type of work

I won’t publish dollar rates by class, because they change and differ by carrier. But the relative picture is fairly consistent. This table is a general illustration, not a rating guide.

Type of work (general)	Relative risk and cost	Why
Clerical and office work	Low	Desk-based, lower injury frequency and severity
Professional services, consulting, tech	Low	Mostly office work, limited physical exposure
Outside sales	Low to medium	Driving exposure, otherwise light physical work
Retail stores	Medium	Lifting, stocking, slips and falls
Restaurants and hospitality	Medium	Burns, cuts, slips, repetitive motion
Janitorial and cleaning	Medium	Chemicals, lifting, slips, ladders
Healthcare and home care	Medium to high	Patient lifting, strain injuries
Landscaping and gardening	Medium to high	Power equipment, heat, lifting
Warehousing and trucking	High	Loading, driving, strain and vehicle injuries
Construction trades (framing, roofing, etc.)	High	Falls, heavy equipment, severe injuries
Tree trimming and similar work at height	High	Falls, cutting equipment, severe injuries

If your business falls on the high end, I go deeper in my article on high-risk workers’ compensation in California, including what to do when standard carriers won’t quote.

Common classification mistakes I see

• Office staff rated in the field class. Clerical employees who never go to job sites may qualify for a much lower class if the rules are met and records back it up.
• A business description that’s out of date. A company that shifted from installation to mostly design or consulting may still be classified the old way.
• Payroll not tracked by class. Without records that show who did what, the auditor may put payroll in the highest applicable class.
• Wrong class from day one. Sometimes the original application used a class that never really fit. That can carry forward for years if nobody looks.

Classification has to be accurate in both directions. I’m not interested in “creative” codes that get reversed at audit. I’m interested in the correct code, documented well enough that it holds up.

Experience Mod: The Multiplier on Your Premium

The experience modification factor, or X-Mod, is where your claims history shows up in your price.

The WCIRB compares your actual losses to the expected losses for businesses in your classes with your payroll. A 1.00 mod means you are right at the average. Above 1.00 is a surcharge. Below 1.00 is a credit.

Who gets a mod

Not every business is experience rated. Eligibility depends on premium size, and the business has to pass a threshold the WCIRB adjusts annually. Many very small employers aren’t rated and pay premium without a mod.

What period the mod uses

The mod generally uses about three years of history, excluding the most recent year. That means a claim today can affect your price for several years, and improvements take time to show up.

Mod errors can be challenged

Mods are calculated from reported data, and reported data can be wrong. I look for payroll reported incorrectly, claims charged to the wrong entity, and reserves that should have been reduced after a claim closed.

When there is a real error, it can be raised with the carrier and the WCIRB. For a full explanation, read my guide to the workers’ comp experience mod in California.

Schedule Credits and Debits

After the mod, many carriers apply schedule rating. This is the underwriter’s judgment, within filed limits, about whether your business is a better or worse risk than the class average.

Things that commonly influence schedule credits include:

• A written safety program that people actually follow
• Regular training and documented safety meetings
• Management experience in the industry
• Clean, organized premises and equipment
• Return-to-work practices for injured employees
• Low employee turnover
• Quick, organized claim reporting

Schedule credits are one reason the way your submission is presented matters. An application that shows up with a safety program, loss runs and a clear description of operations tends to be priced differently than a one-page form with blanks.

Minimum Premium: Why Very Small Businesses Pay More Per Dollar

Most workers’ comp policies have a minimum premium. If your calculated premium is below it, you pay the minimum.

For a business with one or two low-paid or part-time employees, the minimum can be a meaningful percentage of payroll. It feels high, and on a per-dollar basis it is. That’s the cost of the carrier issuing and servicing a policy at all.

For very small employers, I look at whether pay-as-you-go billing or a carrier with a lower minimum makes sense. My guide to workers’ comp insurance for small businesses in California covers this in more detail.

Payroll Audits: Where Estimated Premium Becomes Real Premium

Workers’ comp premium is estimated at the start of the policy. At the end of the term, the carrier audits actual payroll by class and recalculates.

• If you underestimated payroll, you get an additional premium bill.
• If you overestimated, you should get a refund or credit.
• If payroll was placed in the wrong class, the audit can move it, up or down.

Why audits surprise people

The most painful audit bills I see come from three things: a business that grew and didn’t update its estimate, payroll records that don’t show which employees did which work, and payments to subcontractors who had no insurance.

Uninsured subcontractors at audit

California uses the ABC test to decide whether a worker is an employee or an independent contractor. If a worker doesn’t meet that test, they are treated as an employee.

At audit, the carrier can also charge premium on payments made to subcontractors who didn’t carry their own workers’ comp. If an uninsured sub’s worker is hurt, your business can be treated as the employer. Collecting current certificates of insurance from every sub is one of the simplest cost controls there is.

How to prepare for an audit

• Keep payroll reports broken out by employee and job duties
• Have quarterly payroll tax filings ready
• Keep a file of subcontractor certificates of insurance, with dates
• Document overtime, since rules on how overtime is counted may apply
• Review the preliminary audit before you accept it, and ask questions

If an audit bill looks wrong, don’t just pay it. Audits can be disputed when the records support a different result.

Want a second set of eyes on your workers’ comp? I offer a free coverage review. I’ll check your class codes, payroll split, mod and audit history, then shop the policy with multiple carriers. Call me at (323) 999-6067 or request a review here.

Workers Comp Cost Per Employee: Why That Number Misleads

People search for workers comp cost per employee constantly, and I understand why. It’s an intuitive way to budget. But workers’ comp isn’t priced per head. It’s priced per $100 of payroll, by class.

Go back to the hypothetical example. Total premium was about $51,000 across 12 employees, which works out to roughly $4,250 per employee. That average tells you almost nothing.

The three office employees generated about $2,000 of manual premium between them. The nine field employees generated $48,000. Adding one more office hire barely moves the bill. Adding one more field hire moves it a lot.

Better ways to think about it

• Cost per $100 of payroll by class. This is how the premium is actually built.
• Workers’ comp as a percentage of payroll for each role. Useful for pricing jobs and bidding work.
• Marginal cost of a new hire. Multiply their expected wages by the rate for their class and your mod.

For contractors and service businesses, building the real workers’ comp cost into labor rates per job is one of the most practical things you can do. Otherwise you can win work that loses money.

Cost of Workers Comp for Small Business: What’s Different

The cost of workers comp for small business owners in California follows the same formula, with a few practical differences.

Owners and officers

Certain owners can elect to be excluded from coverage. Under the rules summarized by State Fund, corporate officers or directors who own at least 10% of the stock can exclude themselves by written waiver, and LLC managing members and general partners can elect exclusion. Sole shareholder corporations are automatically excluded unless they elect coverage.

Excluding an owner removes their payroll from the premium. It also removes their coverage. For an owner who works in the field, that trade-off deserves a real conversation before signing a waiver.

Sole proprietors with no employees

A sole proprietor with no employees isn’t required to carry workers’ comp, though they can buy it. Contractors should check CSLB rules, because certain license classifications require coverage regardless of employees, and under current law that requirement expands to all licensed contractors starting January 1, 2028, with narrow exceptions.

Cash flow

Small businesses feel the deposit and the audit bill more than larger ones do. Pay-as-you-go workers’ comp calculates premium from actual payroll each pay cycle through your payroll provider. That usually means a smaller deposit and fewer surprises at audit.

Minimum premium

As noted above, very small payrolls may land on the minimum premium. Comparing carriers on minimums is worth doing.

Workers Compensation Rates California: Why Carriers Quote Differently

Because carriers file their own rates, workers compensation rates in California for the same class code aren’t identical from one company to the next. Carriers also have different appetites. One may want restaurants and avoid contractors; another the opposite.

State Compensation Insurance Fund (State Fund) is a nonprofit, public enterprise fund that acts as California’s insurer of last resort. California doesn’t have a separate assigned risk pool like many other states. Businesses that can’t find coverage with private carriers usually end up with State Fund or with specialty carriers that write harder classes.

As a broker, I can place business with State Fund and with private carriers. I work with multiple carriers and shop the market, because the right carrier for your class and loss history can make a real difference in price.

Carrier choice isn’t only about price. Claims handling, audit practices, safety resources and billing options vary too. The cheapest quote can become the most expensive policy if claims are handled poorly and your mod climbs.

12 Practical Ways to Control Workers’ Comp Cost

You can’t control the state’s advisory rates. You can control a lot of what sits on top of them. Here are the levers I use most often.

Lever	What to do	Formula component it affects	Time to impact
Correct class codes	Review every code against actual operations	Class rate	Next renewal or audit
Split payroll properly	Track payroll by class with records that support it	Class rate, audit	Next audit
Accurate payroll estimates	Update estimates when you grow or shrink	Payroll, audit	Immediate
Subcontractor certificates	Collect and track current COIs for every sub	Audit	Next audit
Safety program	Written program, training, documented meetings	Schedule credits, mod	Renewal, then years
Fast claim reporting	Give DWC-1 within one working day, report promptly	Mod	Over several years
Return-to-work program	Offer modified duty when medically appropriate	Mod	Over several years
Check your mod	Review worksheet for payroll, claims and reserve errors	Mod	Upon correction
Review owner exclusions	Decide deliberately whether to include or exclude eligible owners	Payroll	Next policy
Pay-as-you-go billing	Bill from actual payroll each pay cycle	Cash flow, audit	Immediate
Shop the market	Compare carriers on rate, credits, minimums and service	Class rate, schedule credits	Next renewal
Strong submission	Present loss runs, safety program and clear operations	Schedule credits	Next renewal

1. Get the class codes right

Walk through every class on your policy and ask whether it describes what your people actually do today. Businesses change. Policies often don’t.

2. Split payroll with records that hold up

Where the rules allow payroll to be divided, keep time records that show which employees did which work. Without documentation, auditors tend to use the higher class.

3. Keep payroll estimates realistic

Lowballing payroll to get a cheaper quote just moves the cost to audit, often at a worse time for cash flow. If you hire or give raises mid-year, tell your broker.

4. Collect certificates from every subcontractor

Get a current certificate of insurance before a sub starts work, and track expiration dates. Missing certificates are one of the most common reasons I see for large audit bills in construction.

5. Build a real safety program

Cal/OSHA enforces workplace safety rules in California, so a safety program helps with compliance too. Beyond that, a program that is actually used reduces injuries, which is the only lasting way to lower cost.

6. Report claims quickly and correctly

Give the employee a DWC-1 claim form within one working day after an injury is reported, and forward the completed form to your carrier within one working day of receiving it. Serious injuries must be reported to Cal/OSHA within 8 hours. Late reporting tends to make claims more expensive, and expensive claims drive the mod.

7. Bring people back to work

When a doctor allows modified duty, offering it can shorten the time an employee receives temporary disability. For injuries in 2026, temporary total disability is generally two-thirds of average weekly wage within a range of $264.61 to $1,764.11 per week. Shorter disability periods usually mean smaller claims.

8. Review your experience mod worksheet

Look at the payroll and claims used to build your mod. Closed claims with reserves still open, claims charged to the wrong company, and payroll misreported by class are all worth challenging when they’re wrong.

9. Decide deliberately on owner exclusions

Excluding an eligible owner can reduce premium, but it also removes their benefits. I walk owners through what they’d rely on if they were injured before making that call.

10. Consider pay-as-you-go

Paying premium based on actual payroll each pay period reduces the upfront deposit and narrows the gap at audit. It works best when your payroll provider integrates with the carrier.

11. Shop the market at renewal

Different carriers price the same class differently and apply credits differently. A broker who works with multiple carriers can compare rate, schedule credits, minimum premium and service at the same time.

12. Present your business well

Underwriters price what they can see. A clear description of operations, three to five years of loss runs, your safety program and your hiring practices give them reasons to apply credits instead of debits.

A note on PEOs

Some businesses get workers’ comp through a PEO, which covers employees under its master policy. That can simplify administration. The trade-offs are bundled pricing, less control, and questions about your loss history and coverage if you leave. It can be the right fit for some employers and not others, so compare it side by side before committing.

What Not to Do When Trying to Lower Cost

Some “savings” cost far more than they save. These are the ones I steer clients away from.

Don’t misclassify employees as contractors

Under the ABC test, a worker who doesn’t qualify as an independent contractor is an employee. Calling them a contractor doesn’t change the audit result, and if they’re hurt the exposure falls on you.

Don’t let the policy lapse

If a policy cancels for non-payment, you’re uninsured from that date. Being illegally uninsured is a misdemeanor, with a fine of not less than $10,000 and/or up to one year in county jail. The Labor Commissioner can issue a stop order, and penalties under Labor Code §3722 include $1,500 per employee when a stop order is issued, or the greater of twice the premium you would have paid or $1,500 per employee for the uninsured period.

If an employee is injured while you’re uninsured, the Uninsured Employers Benefit Trust Fund may pay the worker and then pursue your business for reimbursement, and the employee can sue you directly. My article on what happens if a business has no insurance covers the bigger picture.

Don’t underreport payroll

It gets corrected at audit. The difference is that you get the bill at the end of the year instead of spread across it.

Don’t ignore small claims

Small injuries that are handled poorly can become large claims. Report promptly and stay involved.

How Workers’ Comp Fits Into Your Total Insurance Budget

For many employers, workers’ comp is the largest single line in the insurance budget. But it’s rarely the only one. Most businesses also need general liability, commercial auto if vehicles are involved, and often employment practices liability as headcount grows.

Workers’ comp also protects the business itself. It’s generally the exclusive remedy for covered workplace injuries, meaning employees usually can’t sue the employer for those injuries, with some exceptions. Part Two of the policy, employer’s liability, covers certain lawsuits tied to employee injuries.

If you want to see how workers’ comp fits alongside your other policies, read what insurance does my business need. For a full overview of the coverage itself, including benefits, requirements and how I place it, see my main page on California workers’ compensation insurance.

What I Look At When I Review a Workers’ Comp Policy

When a business owner in Los Angeles or anywhere in California asks me to review their workers’ comp, this is my checklist.

1. Are the class codes correct for what the business does today?
2. Is payroll split properly, and do the records support the split?
3. Is the payroll estimate realistic for the coming year?
4. Is the experience mod accurate, and are there errors worth challenging?
5. What schedule credits or debits are applied, and why?
6. Have past audits produced surprise bills, and what caused them?
7. Are subcontractor certificates being collected and tracked?
8. Are owners included or excluded, and is that the right choice?
9. Would pay-as-you-go billing help cash flow?
10. How do other carriers price the same risk?

In my experience, the biggest savings don’t usually come from a magic carrier. They come from fixing classification, cleaning up payroll records and managing claims well, then letting carriers compete for a business that’s been presented accurately.

I work with clients in California and 27+ other states, in English, Hebrew and Spanish. Many of my client relationships go back eight years or more, largely because I stay involved after the policy is bound, especially at audit and claim time.

Frequently Asked Questions

How much is workers comp insurance in California for a small business?

It depends on your class codes, payroll, experience mod and carrier. An office-based business may pay a small premium, while a high-risk trade with the same payroll can pay many times more. Very small payrolls may pay the carrier’s minimum premium. Get a quote based on your actual classes and payroll.

What is the 2026 workers comp rate in California?

The Insurance Commissioner adopted an average advisory pure premium rate of $1.65 per $100 of payroll effective September 1, 2026, an increase over 2025. It’s an average across all classes and excludes carrier expenses, so it isn’t the rate you’ll actually pay.

How is workers comp premium calculated in California?

Payroll is divided by 100 and multiplied by the rate for each class code. That’s multiplied by your experience mod if you have one, adjusted for schedule credits or debits, and then fees and assessments are added. The result is subject to a minimum premium and adjusted at audit.

What is the workers comp cost per employee in California?

There isn’t a meaningful single figure. Workers’ comp is priced per $100 of payroll by class, so a clerical employee and a field worker earning the same wages can cost very different amounts. Look at cost by class instead of per head.

Why did I get a bill after my workers’ comp audit?

Usually because actual payroll was higher than estimated, payroll was moved to a higher class, or the auditor found payments to uninsured subcontractors. If the audit looks wrong, review the records and dispute it with supporting documentation.

Can I lower my experience mod?

Over time, yes: fewer and smaller claims, quick reporting and return-to-work practices help. In the short term, check the mod worksheet for errors such as wrong payroll, misassigned claims or reserves that should have been reduced, and challenge them if they exist.

Do owners have to be included in workers’ comp?

Not always. Certain corporate officers and directors, LLC managing members and general partners can elect exclusion, and sole shareholder corporations are excluded unless they elect coverage. Excluded owners don’t add payroll to the premium, but they also have no coverage.

Is State Fund cheaper than private carriers?

Not necessarily. State Fund is California’s insurer of last resort and writes many kinds of businesses, but private carriers may price your class better, or worse. The only way to know is to compare quotes for your specific classes and history.

Get a Clear Answer on Your Workers’ Comp Cost

Workers’ comp pricing follows rules. When the class codes, payroll and mod are right and the policy is shopped properly, you pay a fair price for your risk. When they’re wrong, you overpay, sometimes for years.

If you want a straight answer on what you should be paying, I’ll do a free coverage review. I’ll check your classification, payroll, mod and audit history, then take your business to multiple carriers. Call me at (323) 999-6067, visit my office at 18757 Burbank Blvd, Suite 105, Tarzana, or contact me here to get started.