Workers' Comp Insurance for Auto Repair Businesses in Michigan
Auto service / repair (NCCI 8380) is moderately-rated with claims driven by chemical burns, lifting, and pneumatic tool injuries. Body shops (9521) and tire shops have separate codes in Michigan. The Michigan workers' compensation market is governed by CAOM, and the average rate statewide is approximately $0.97 per $100 of payroll.
Michigan requirements for auto repair businesses
When required: Required for employers with one or more employees working 35+ hours/week for 13+ weeks, or 3+ employees at any time.
Sole proprietors: Sole proprietors are exempt unless they elect.
Owner / officer exclusion: Officers may be excluded.
Auto Repair class codes used in Michigan
Why auto repair workers' comp is tricky in Michigan
Body shops have higher rates than mechanical repair due to paint exposure and heavier lifting. Lot attendants and parts staff should be split out to reduce blended rate.
Tips for Michigan auto repair shops
- ✓ Body work vs mechanical = different codes
- ✓ Sales staff and parts counter can be split into lower-rated codes
- ✓ Lift safety training and proper PPE earn schedule credits
Get a Michigan auto repair workers' comp quote in 60 seconds
We're licensed in Michigan and work with carriers that actively want auto repair shops accounts. Quote takes one minute.
Get My Quote →Auto Repair workers' comp in other states
Rates and requirements for auto repair shops vary widely by state. Compare Michigan to other major markets:
Other industries in Michigan
Michigan workers' comp rates and requirements for other common industries:
More Michigan workers' comp resources
- → Michigan workers' comp overview — full state requirements, exemptions, average rates
- → Auto Repair workers' comp (all states) — industry deep-dive
- → Cost calculator — estimate annual premium by class code
- → EMR calculator — experience modification rating
- → COI generator — same-day certificate of insurance
- → Workers' comp audit disputes — recover overpaid premium
- → 1099 vs. employee classification — avoid back-premium penalties