Income Protection When Your Employees Need It Most
Most employees could not cover their bills for more than a few weeks if they stopped getting a paycheck. Disability insurance changes that. We help employers offer short and long-term disability coverage that gives employees real financial security.
What Is Disability Insurance?
Disability insurance replaces a portion of an employee's income when they cannot work due to illness or injury. Short-term disability covers the early weeks of a leave. Long-term disability provides ongoing income protection for extended absences. Together, they give employees a financial safety net when the unexpected happens.
Flexible, Reliable Coverage Options
Most Employees Are One Medical Event Away From a Financial Gap
Coverage That Gives Employees Real Peace of Mind
Disability insurance is one of the most overlooked benefits in small and mid-sized businesses. We help employers understand what it covers, why it matters, and how to offer it in a way that employees actually value.
FAQs
Short-term disability typically begins within one to two weeks of a qualifying event and covers a portion of income for up to three to six months. Long-term disability kicks in after short-term benefits end and can continue for years or until the employee reaches retirement age, depending on the policy.
Most disability policies replace 60 to 70 percent of an employee's pre-disability income. The exact percentage depends on the plan design and whether the benefit is employer-paid or voluntary. We help you choose a benefit level that provides real financial support without creating excessive premium costs for your group.
Either, or both. Employer-paid disability is a valued benefit that costs employees nothing. Voluntary disability allows employees to opt in and pay the premium themselves at group rates. Many employers offer a base employer-paid plan and allow employees to supplement it with voluntary coverage.
Yes. Voluntary disability plans allow employees to purchase coverage through their employer at group rates, with premiums deducted from their paycheck. The employer facilitates the offering but pays nothing toward the premium. It adds real value to your benefits package at no direct cost to you.
Disability insurance and FMLA can run concurrently in most cases, meaning the protected leave period and the disability benefit period overlap. We help coordinate your disability plan with applicable federal and state leave requirements so you stay compliant and employees receive the benefits they are entitled to.
Let’s Make Your Benefits Work Better
If your current benefits feel confusing, expensive, or unsupported — it’s time for a better approach.
