Everything Idaho workers and employers need to know about workers' comp benefits, filing claims, benefit calculations, and more — plus a free ID-specific benefits calculator.
Calculate Your ID Benefits ↓Idaho's workers' compensation system is administered by the Idaho Industrial Commission (IIC), governed by Idaho Code Title 72. Idaho mandates coverage for all employers with one or more employees.
Idaho calculates TTD at 67% of AWW (slightly higher than the 66.67% used by most states), with a maximum of $755.10/week and minimum of $267.00/week (2024). The state features the Idaho State Insurance Fund (ISIF), a quasi-governmental carrier ensuring coverage access for all employers.
Idaho allows employee choice of physician from approved providers and maintains a straightforward claims process through the IIC. The Commission serves as both administrator and adjudicator, with Commissioners hearing disputed claims in formal proceedings.
Idaho's economy includes significant agriculture, mining, timber, and outdoor recreation industries, all of which have unique workers' compensation considerations. The state's relatively rural character means that access to specialized medical care can be a factor in claims management.
Coverage: Mandatory (all employers) | TTD Rate: 67% of AWW | Max TTD: $755/week | Min TTD: $267/week | Waiting Period: 5 days (retroactive after 14 days) | Statute of Limitations: 1 year | Medical: Employee choice (from approved list) | Admin: Idaho Industrial Commission (IIC) | Law: Idaho Code Title 72
Idaho's 67% benefit rate is slightly higher than the standard 66.67%. The $755.10/week maximum is moderate. Idaho's 5-day waiting period is longer than many states but the 500-week maximum TTD duration is among the most generous nationally.
The Idaho State Insurance Fund provides a safety net similar to Colorado's Pinnacol Assurance. Employee choice of physician gives workers more control than employer-directed states.
All employers with one or more employees must carry coverage.
Uninsured Idaho employers face misdemeanor charges, fines, and personal liability. The IIC can order compliance and impose penalties.
TTD at 67% of AWW, max $755.10/week, min $267.00/week, up to 500 weeks.
| Parameter | 2024 Rate | Details |
|---|---|---|
| Maximum TTD | $755.10/week | Based on state AWW |
| Minimum TTD | $267.00/week | Floor for low-wage workers |
| Benefit Rate | 67% of AWW | Slightly above standard 66.67% |
| Waiting Period | 5 days | Retroactive after 14 days |
| Maximum Duration | 500 weeks | Among the longest nationally |
67% of wage difference, up to 500 weeks.
Scheduled losses at 67% of AWW:
| Body Part | Maximum Weeks | Rate |
|---|---|---|
| Thumb | 45 weeks | 67% of AWW |
| Index Finger | 30 weeks | 67% of AWW |
| Middle Finger | 25 weeks | 67% of AWW |
| Ring Finger | 15 weeks | 67% of AWW |
| Little Finger | 10 weeks | 67% of AWW |
| Hand | 135 weeks | 67% of AWW |
| Arm | 210 weeks | 67% of AWW |
| Great Toe | 24 weeks | 67% of AWW |
| Other Toes | 8 weeks | 67% of AWW |
| Foot | 105 weeks | 67% of AWW |
| Leg | 165 weeks | 67% of AWW |
| Eye | 120 weeks | 67% of AWW |
| Hearing (one ear) | 30 weeks | 67% of AWW |
| Hearing (both ears) | 100 weeks | 67% of AWW |
67% of AWW for life. Idaho presumes PTD for loss of both hands, feet, eyes, or combinations.
67% of AWW to dependents for up to 500 weeks. Burial up to $8,000.
All reasonable treatment covered. Employee choice from approved providers. No caps.
Enter your wage and injury details to estimate your Idaho workers' compensation benefits based on current state rates.
Enter your wage details and click Calculate ID Benefits to see your estimated Idaho workers' compensation benefits.
Filing a workers' compensation claim in Idaho follows a structured process. Understanding each step and applicable deadlines is critical to protecting your rights.
Notify within 60 days of injury. Sooner is better.
Employer files with carrier and IIC within 10 days.
Choose your own treating physician from approved providers.
Carrier accepts or denies.
If disputed, file a Complaint with the IIC for a hearing before a Commissioner.
Idaho has a 1-year statute of limitations from the date of injury, last benefit payment, or last medical treatment. For occupational diseases, from the date of manifestation.
All employers with 1+ employees. Idaho SIF provides access for all.
File within 10 days. Post notices. Maintain records.
Idaho encourages light-duty return-to-work programs.
Appeals to Idaho Supreme Court.
Idaho allows lump-sum settlements with IIC approval. Claims may be reopened within 5 years if the worker's condition changes.
Quasi-governmental carrier ensuring access to coverage. Competes with private carriers.
Idaho's slightly higher-than-standard benefit rate provides marginally more income replacement than most states.
Idaho applies the odd-lot doctrine for PTD determination, considering whether a worker can actually find employment given their limitations, age, education, and available jobs.
Idaho allows apportionment of disability between pre-existing conditions and new work injuries, potentially reducing employer liability.
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Idaho's economy includes several high-risk industries that generate significant workers' compensation claims. The state's timber and logging industry, while smaller than in past decades, remains one of the most dangerous occupations in America. Logging workers face risks from falling trees, chainsaw injuries, equipment malfunctions, and transportation accidents on mountain roads. Idaho's workers' compensation system covers these injuries, and the high-risk nature of logging is reflected in premium rates that can exceed $30 per $100 of payroll.
Mining operations, particularly in Idaho's Silver Valley region, present occupational disease risks including silicosis, heavy metal exposure, and noise-induced hearing loss. Idaho's workers' compensation covers occupational diseases, and the 1-year statute of limitations runs from the date the worker becomes aware the condition is work-related. Workers in mining industries should undergo regular health monitoring and promptly report any symptoms that may be related to workplace exposures.
Agriculture is a major component of Idaho's economy, with the state being a leading producer of potatoes, dairy products, cattle, wheat, and other commodities. Agricultural workers face injury risks from machinery, livestock handling, chemical exposure, and environmental conditions. While some agricultural workers may be exempt from mandatory coverage, many Idaho agricultural operations voluntarily carry workers' compensation insurance and are strongly encouraged to do so by the IIC.
Idaho's growing food processing industry, closely tied to agriculture, involves significant workplace hazards including repetitive motion injuries, slips and falls, and machinery-related injuries. These operations are not exempt from workers' compensation requirements and must maintain coverage for all employees.
Idaho applies the odd-lot doctrine when determining permanent total disability. Under this doctrine, a worker who has a significant permanent impairment and cannot find regular employment may be deemed permanently and totally disabled even if they retain some functional capacity. The analysis considers the worker's age, education, experience, and the availability of suitable work in their labor market. Once the worker demonstrates inability to find work, the burden shifts to the employer to show that suitable work is available. This doctrine is particularly relevant for older workers in rural Idaho communities where job opportunities may be limited.
The Idaho State Insurance Fund (ISIF) plays a vital role in ensuring workers' compensation coverage access for all Idaho employers. As a quasi-governmental carrier, ISIF must accept any employer that applies for coverage, regardless of risk level or claims history. This makes ISIF particularly important for small businesses, startups, and employers in high-risk industries who may have difficulty obtaining coverage in the private market. ISIF competes with private carriers on premiums and services, helping to keep the overall market competitive. Employers should compare quotes from ISIF and private carriers to find the best combination of price and service for their needs.