In the United States, most employees who are injured on the job have an absolute right to medical care for any injury, and in many cases, monetary payments to compensate for resulting temporary or permanent disabilities.

Most employers are required to subscribe to insurance for workers' compensation, and an employer who does not may have financial penalties imposed.

In many states, there are public uninsured employer funds to pay benefits to workers employed by companies who illegally fail to purchase insurance.

Insurance policies are available to employers through commercial insurance companies: if the employer is deemed an excessive risk to insure at market rates, it can obtain coverage through an assigned-risk program.

Workers' compensation is administered on a state-by-state basis, with a state governing board overseeing varying public/private combinations of workers compensation systems.

The federal government has its own workers' compensation program, subject to its own requirements and statutory parameters for federal employees.

In the vast majority of states, workers' compensation is solely provided by private insurance companies.

It is illegal in most states for an employer to terminate or refuse to hire an employee for having reported a workplace injury or filed a workers' compensation claim.

However, it is often not easy to prove discrimination on the basis of the employee's claims history.

To abate discrimination of this type, some states have created a "subsequent injury trust fund" which will reimburse insurers for benefits paid to workers who suffer aggravation or recurrence of a compensable injury.

It is also suggested that laws should be made to prohibit inclusion of claims history in databases or to make it anonymous. Employees may not falsely claim benefits.

There have been instances where video evidence was recorded by private investigators to show employees engaging in sports or other strenuous physical activities, although the employees allegedly suffered disability or injury.

Such evidence may not be admissible at a trial, if it is found that the taping infringed on the employees' reasonable expectation of privacy.

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