Everyone who needs a paycheck – needs to protect it. Group disability insurance protects your employees’ most valuable asset: the ability to earn an income, even if they are too sick or hurt to work. STD insurance is a great way to supplement your current sick leave or statutory disability benefits plan, while minimizing your own out-of-pocket expense. Disability insurance products should emphasize flexibility, assistance and support for returning to work.

Insurance Features

  • Up to 70 percent salary replacement
  • Maximum benefit amount up to $5,000 per week (based on group demographics; varies by carrier)
  • Maximum benefit duration up to 52 weeks
  • Elimination periods of 1 to 60 days
  • Regular Job or Regular Occupation definition of disability available
  • Partial and residual benefits available
  • Options for 24 hour coverage or off the job only
  • Maternity covered as any other illness
  • Salary gross-up option available


What to look for when choosing a STD plan

  • Definition of disability – Does the carrier require a loss of duties AND earnings?
  • Pre-existing condition limitations
  • Occupational vs. non-occupational coverage
  • Definition of earnings – Should earnings include or exclude commissions and bonus?
  • Does the carrier offer partial disability benefits?
  • Deductible Sources of Income – Sources include, but are not limited to, benefits payable from: unemployment compensation, Workers’ Comp, statutory disability plans, employer provided sick leave or salary continuation, Social Security, 3rd party liability, and group disability or retirement plans.

Group STD vs. enhanced NYSDBL

For smaller employer groups, consider offering an enhanced NYSDBL option if the cost of group STD is too high. Sometimes, smaller groups have age-banded rates, which can be higher with an older demographic. NYSDBL is also cheaper for male employees; therefore, offering an enhanced, mandated benefit may be more cost effective.


  • First Day Hospital
  • FICA and W-2 administration

How to obtain a quote

Carriers require a company’s legal name and address, a completed census (occupation is a must!), & inforce policy documents (if applicable)