What short-term disability insurance covers, how it pays and what it costs an employer.
How waiting periods, benefit percentages, offsets and taxes work, and what to settle with a carrier before you buy or renew. Written for the owner or HR lead.
What Short-Term Disability Insurance Is
Short-term disability replaces part of an employee’s pay for a limited period when an illness, injury or recovery keeps them from working. It is usually the first formal income protection after sick time runs out.
Income Replacement, Not Leave
The plan pays a portion of earnings. It does not guarantee a job. Job protection comes from laws such as the FMLA, which is a separate question. Employers should line up the disability benefit with leave policies so employees understand both pieces and what each one does. Try our free short-term disability benefit calculator to run the numbers for your own group.
Limited Duration
Benefits last for a period set in the contract, often counted in weeks. The benefit period is a plan design choice, so compare it carefully across quotes. Ask what happens when benefits end and whether a long-term disability plan, if any, picks up from there. Try our free long-term disability premium calculator to run the numbers for your own group.
A Waiting Period First
Benefits start after an elimination period. Some plans set different waiting periods for accidents and illnesses. The employee covers those days with sick time, PTO or nothing. Show employees the dates in a simple example so they can see when income stops and when benefits begin. For a quick estimate, use our free disability income gap calculator.
Non-Occupational Focus
Short-term plans generally cover conditions that are not work-related. Work-related injuries usually go through workers’ compensation, and policies often exclude or offset for them. Employees should understand that an off-the-job illness or injury is the usual fit, and that other situations should be raised with the carrier early. For a quick estimate, use our free paid family leave cost calculator.
Medical Proof Required
The carrier decides claims using medical evidence that the employee cannot perform the job duties as defined in the contract. A doctor’s note alone does not decide the claim. Encourage employees to keep copies of records and to respond quickly to carrier requests for more information.
Part of a Sequence
Short-term disability is meant to hand off to long-term disability if the condition continues. See the Long-Term Disability Insurance Guide and our Disability Plan Coordination page.
How a Short-Term Disability Benefit Is Calculated
The formula is set in the plan. We do not state typical percentages because they are plan design choices, not standards.
Percentage of Earnings
The plan pays a stated percentage of pre-disability earnings. The percentage is chosen by the employer when the plan is built and can differ by class of employee. Compare the percentage with what employees actually need to cover bills, and tell them how much of each paycheck would be replaced.
Weekly Maximum
A weekly cap limits the benefit regardless of pay. Employees whose pay is above the level the cap implies get a smaller share of their income replaced. Run a few sample salaries through the cap so leadership can see who is affected, and tell higher paid employees what to expect.
What Counts as Earnings
The definition of earnings matters. Some plans use base pay only, others include commissions or bonuses. Ask how the carrier calculates it for variable-pay employees. Clarify whether the definition includes overtime, tips or irregular pay, and ask for a worked example before the plan is chosen.
Minimum Benefit
Some plans set a minimum weekly benefit, and some do not. Offsets can otherwise reduce the check to very little. Ask for a worked example with realistic salaries and offsets, so that you can see what lower paid employees might actually receive. Confirm the figure in writing.
Weekly Payment Timing
Benefits are usually paid weekly or biweekly by the carrier or through payroll. Confirm which, since it affects withholding and reporting. Make sure payroll and the carrier agree on who handles tax reporting, and tell employees when to expect the first payment after a claim is approved.
Partial Weeks
If an employee returns part-time, some plans pay a reduced benefit for that period. Ask how the plan defines the partial benefit. Explain how the return to work process is reported to the carrier and payroll, so the benefit adjusts correctly and no one is overpaid.
Elimination Periods and Benefit Periods
These two lengths set where short-term coverage starts and stops. They should match the sick-time bank before them and the long-term plan after them.
Elimination Period
The days an employee must be disabled before benefits begin. Longer periods usually lower premium but leave more days uncovered. The number is a plan choice. Compare it with the sick time and PTO balances employees actually have, since the gap between them is where income drops.
Benefit Period
How long short-term benefits can be paid once they start. Ask whether the period counts from the date of disability or from the end of the waiting period. Confirm the answer in the certificate and compare it across quotes, since a small wording difference can change the total days.
Matching Sick Time
If employees have only a few days of sick time and the waiting period is longer, they face unpaid days. Look at actual balances, not the handbook maximum. Tell employees early so they can plan to keep some balance in reserve for the waiting period.
Handing Off to Long-Term
The long-term elimination period should be satisfied by the time short-term benefits end. A mismatch leaves a gap or pays for overlap. See Disability Plan Coordination.
Successive Disabilities
If an employee has a second, related disability soon after the first, the plan may treat it as one claim. Ask for the length of that window. Ask for the length of that window in writing, and tell employees that returning briefly may not start a new claim.
Calendar Versus Working Days
Confirm whether periods are measured in calendar days or working days, and whether they restart when an employee returns briefly. Ask how a holiday, weekend or partial week is counted, and keep the answer with the plan materials so staff are consistent when answering questions.
How Short-Term Plans Define Disability
The definition is the single most important sentence in the certificate.
Unable to Perform the Job
Short-term plans generally ask whether the employee is unable to perform the material duties of their own job because of illness or injury. The exact words vary. Compare the wording across quotes and ask for examples of how the carrier applies it to jobs like yours.
Under a Doctor’s Care
Most plans require the employee to be under the regular care of a qualified physician and to submit evidence. Ask how often updates are required. Give employees a plain explanation of what their doctor needs to submit and when, so claims are not delayed by missing paperwork.
Material Duties
Whether a duty is material is often disputed. Provide an accurate, current job description to the carrier so claims are judged against the real job. Update job descriptions whenever the role changes, and make sure they describe physical and mental demands accurately, not just titles.
Mental Health Conditions
Coverage for mental health conditions and substance use varies. Some plans limit duration, and some require specific treatment. Confirm in the certificate. Look at any waiting period, benefit length or treatment condition that differs from other conditions, and tell employees where to find the answer.
Partial Disability
Some plans pay when an employee can work part-time. Ask whether the plan has this feature and how it calculates the reduced benefit. Check whether the benefit depends on the employer being able to offer modified work, and how the carrier and employer coordinate return dates.
Differences From Social Security
The Social Security Administration pays only for total disability expected to last at least 12 months or result in death. Short-term plans are much broader, so an employee can qualify for one and not the other. Employees should not assume one program replaces the other, so give them a plain explanation of each.
How Short-Term Disability Treats Pregnancy and Childbirth
General points only. Plan terms and employment law both matter, and we are not legal advisers.
Recovery Is Disability
Many short-term plans pay for the medically certified period of disability from pregnancy and childbirth. Confirm how your plan treats it and what the certificate says about duration. Compare what the certificate says about duration for recovery after childbirth and what the employer’s leave policy allows, so employees get one clear answer.
Equal Treatment Under the PDA
The EEOC says pregnancy-related disabilities must be treated the same as other temporary disabilities for temporary disability benefits. A plan that treats them worse raises a legal question for counsel. Ask counsel to review plan terms and administration if there is any doubt about how pregnancy-related claims are handled.
Waiting Period Applies
The elimination period is typically served first. Employees who plan ahead can use sick time or PTO to cover it. Share this with employees before they need it. A short example with real dates, shown during enrollment, helps employees see how the sequence works.
Bonding Time Is Not Disability
Time off to bond with a child is leave, not recovery. It may be available under the FMLA, which is unpaid, or under an employer’s own paid parental policy. Make clear in employee communications which type of time off applies to which situation, and who to ask.
Reasonable Accommodation
The Pregnant Workers Fairness Act requires employers with 15 or more employees to provide reasonable accommodations for known limitations, absent undue hardship, according to the EEOC. Employees may ask for adjustments that are separate from disability benefits, so tell managers who handles those requests and how to document them.
Complications
Conditions that arise during pregnancy are evaluated as medical claims. Pre-existing condition language may matter. Ask how the plan handles pregnancy that begins before coverage. Ask the carrier to explain in writing how a pregnancy that begins before coverage is treated, so employees are not surprised at claim time.
What Short-Term Plans Commonly Limit or Exclude
These are common categories. The contract decides which apply to your plan.
Pre-Existing Conditions
Some plans limit benefits for conditions treated shortly before coverage began. Ask for the exact look-back and exclusion length. Compare the look-back and exclusion language across quotes, and ask the carrier how it applies to employees who were treated shortly before they became eligible. Share the rule with new hires.
Work-Related Injuries
Claims connected to work are often excluded or offset under the plan terms. Ask what happens if a work-related claim is disputed. Ask the carrier and ask counsel how the plan treats a claim that is disputed, who decides, and whether benefits can be paid while the question is settled.
Self-Inflicted Injuries and Crimes
Many disability plans list exclusions such as intentional self-harm or injuries from committing a crime. The wording differs, so read yours. Compare the exclusion wording across quotes and ask the carrier for examples of how it applies, so employees are not surprised at claim time.
Elective Procedures
Ask how the plan treats planned or elective surgery, and whether recovery is covered when the procedure is medically necessary. Ask for the answer in writing and tell employees who are planning a procedure to check with the carrier before the date is set.
Substance Use and Mental Health
Some plans cap or condition benefits for these conditions. Confirm any limits in the certificate before assuming coverage. Compare the limits across quotes, and tell employees where to find the certificate language so they know what to expect before they need it. Ask counsel if wording is unclear.
Not Under Care
Benefits can stop if the employee is not receiving appropriate care or does not provide evidence. Employees should know this early. Remind employees to attend appointments, follow the treatment plan and submit updates on time, and tell managers not to promise outcomes on the carrier’s behalf.
Other Income That Can Reduce Short-Term Benefits
Offsets are listed in the contract. Short-term plans have fewer than long-term plans, but they still matter.
Other Income Offsets
Short-term disability plans often reduce or offset their weekly benefit when the employee receives income from certain other sources, and plan documents define which sources count. Ask the carrier how the plan coordinates with other income, and have counsel review the offset language so employees understand how a combined payment would be calculated.
State Disability Programs
Michigan has no state temporary disability program. In states that do, such as California, New Jersey and Rhode Island according to the SSA, plans may integrate with it. If you have employees in other states, ask the carrier how its policies work there, since the rules and offsets can differ.
Employer Salary Continuation
If the employer also pays sick pay, the plan may reduce the benefit by that amount or not. Ask exactly how it works. Ask for a written example showing the employee’s total pay with both sources, and check that your sick pay policy and the plan do not conflict.
Other Group Disability
Benefits from another employer’s plan may be offset. This matters for employees with more than one job. Ask the carrier how it learns of other coverage, what the employee must report and how overpayments are handled, and tell employees with more than one job to disclose it up front.
Social Security
Social Security disability is for total, long-lasting disability and is usually not a short-term offset, but some plans reference it. Check the definition list. Ask the carrier to list every income source that can reduce the benefit, and share the list with employees in plain language.
Return-To-Work Earnings
Earnings after returning part-time often reduce a partial benefit. Ask how the plan counts them. Ask for a worked example with a part-time schedule, and tell employees that returning to work may change how much they are paid. Employees who go back early should hear that from HR before it happens.
Insured Plans and Salary Continuation Are Different Arrangements
Employers fund short-term disability in two broad ways. The legal and cost consequences differ, so decide on purpose.
Insured Short-Term Disability
An insurance company takes the risk and pays claims under a group contract. The employer pays premium and the carrier decides claims. Insured plans are generally subject to the ERISA claim rules. Ask the carrier to explain its claims process in writing and how an employee can reach a person.
Salary Continuation
The employer pays regular pay from its own funds during illness, with no insurance. A Department of Labor regulation, 29 CFR 2510.3-1, says an arrangement of that kind is not an ERISA welfare plan. Confirm with counsel. Document the policy in writing and apply it the same way to every employee.
Cost Certainty
An insured plan turns an unpredictable cost into a premium. Salary continuation leaves the employer carrying claim costs directly, which some employers accept for short absences. Weigh the cost of a rare long absence against the predictability of a premium, and decide how much variation the business can absorb.
Claims Decisions
With an insured plan the carrier decides who qualifies. With salary continuation the employer decides, so policy language and consistent treatment matter more. Write the decision process down, apply it consistently and keep records of each decision, since inconsistent treatment can create legal problems. Ask counsel to review the policy language.
Administration
Carriers provide claim forms, medical review and payment. Under salary continuation HR carries that work, including medical certification and privacy. Plan for the staff time and training this takes, and ask counsel how to protect employee medical information. Decide who will back up the person who handles claims.
Hybrid Designs
Some employers pay salary continuation for the first days or weeks, then hand off to an insured plan. Ask how the carrier counts the self-funded period. Make sure the handoff date is clear to employees and that the two programs use the same definitions of disability where possible.
How Short-Term Disability Benefits Are Taxed
We are not tax advisers. The IRS describes the rules in Publication 525 and Publication 15-A, and your tax professional should confirm the treatment of your plan.
Employer-Paid Premium
When the employer pays the premium and it is not taxed to the employee, the benefit is generally taxable income. IRS Publication 525 says benefits are taxable if the employer paid for the plan. Ask a tax adviser how this applies to your plan before explaining it to employees.
Employee-Paid After Tax
IRS Publication 525 says that when you paid the premiums for the policy, the benefits are not taxable. For payroll, the after-tax part of employee premiums is also outside sick pay taxes. Ask a tax adviser to confirm the treatment for your plan, and keep payroll records that separate employer-paid and employee-paid portions.
Pre-Tax Cafeteria Plan Premiums
Premiums paid pre-tax through a cafeteria plan are generally treated like employer-paid premiums for this purpose, which makes the benefit taxable. Employees who pay pre-tax should be told the tradeoff, since a lower tax bill now can mean a taxable benefit later, so ask a tax adviser to confirm the effect.
Taxed Premium Election
Some carriers describe an approach where the employer reports its premium payments as taxable wages, so the benefit is not taxed when paid. Ask your carrier and payroll provider how to set it up. Because the tax reporting differs, confirm the approach with a tax adviser before choosing it.
Sick Pay Payroll Taxes
IRS Publication 15-A treats disability benefits as sick pay, generally subject to Social Security, Medicare and unemployment taxes. The insurer is responsible in some cases and the employer in others. Ask the carrier and payroll provider to confirm who handles the taxes, in writing, so the first payment is processed correctly.
Reporting and Withholding
Who withholds and reports depends on whether the insurer is acting as the employer’s agent. Ask the carrier who reports the benefit and confirm the process with your payroll provider. Confirm the answer in writing and tell employees how benefit payments will appear on their pay records.
What Moves the Cost of Short-Term Disability
We compare quotes and negotiate for clients. We do not guarantee carrier pricing.
Benefit Percentage and Maximum
A higher percentage or a higher weekly cap raises premium. Both are choices, so test a few combinations. Ask for pricing on several combinations side by side, and consider what employees would be able to afford if they needed the benefit, not just the lowest premium.
Elimination Period
A longer waiting period lowers premium and shifts more days to employee sick time or PTO. Ask for pricing on at least two or three waiting periods and compare it with the sick time and PTO employees actually have available, so the savings do not create a gap.
Benefit Period
A longer period raises premium. For most employers the short-term period needs to reach the long-term plan, not go beyond it. Check the waiting period of any long-term disability plan and line the two up so no gap is left between them. Ask the carrier to confirm both dates.
Pregnancy and Other Conditions
The carrier prices expected claims, including pregnancy and childbirth where covered. Ask the carrier how it prices those claims. Ask for pricing with and without pregnancy coverage if the carrier offers the choice, and check how the certificate handles it. Compare the wording as well as the price.
Participation
Plans paid by employees tend to need participation minimums. Low participation can raise adverse selection concerns, which carriers price. Ask for the requirement. Give employees clear communication about the plan so that participation is stronger, and ask the carrier what happens if the minimum is missed.
Claims Experience
Larger employers may be rated on their own claims history. Small employers are usually rated by formula. Ask what the quote assumes and how renewals are set. Ask whether a renewal can change materially if claims run high, and whether rates are held for a stated period.
Who Is Covered, and Under What Rules
Eligibility rules are written into the contract. They are where plans most often surprise employees.
Eligible Classes
The employer defines classes, such as all full-time employees or salaried staff. Benefits can differ by class, but the classes must be defined in the contract. Check that each class is defined clearly enough that a new hire can be placed without guesswork, and document the reasons for any difference, and ask counsel if you are unsure.
Hours Requirement
Plans set a minimum weekly hours requirement. Employees below it are not covered, which matters for part-time and seasonal workers. Check which employees fall below the threshold, so you can tell them plainly that they are not covered or consider a different design for them.
New Hire Waiting Period
Many plans delay coverage for a period after hire. Ask whether employees can claim during that period and what happens at the start of coverage. Include a clear explanation in new hire materials so that no employee assumes coverage that has not started. Ask the carrier to put the date in writing.
Guarantee Issue
Carriers set an amount of coverage available without health questions, often tied to participation. Above it, evidence of insurability may be needed. Confirm the limits with the carrier. Employees who delay enrollment may face evidence requirements, so tell new hires about their first chance to enroll.
Active Work Requirement
Coverage generally starts only if the employee is actively at work on the effective date. An employee on leave may start coverage later. Tell employees on leave what happens to their coverage when they return, and ask the carrier how it handles the first day back.
Contributory or Employer-Paid
Employer-paid plans reach everyone eligible. Contributory plans depend on enrollment, and carriers may set a participation requirement. Compare enrollment rates and total cost under each model, and consider whether employees will value a plan they are asked to pay for. Ask for the participation rules in writing.
How a Short-Term Disability Claim Works
For insured plans, ERISA claim rules apply to the carrier. The Department of Labor publishes the deadlines in its disability claims guide and in 29 CFR 2560.503-1.
Notice of Claim
Employees or HR report the claim to the carrier soon after the absence begins. Late notice can delay or limit benefits, so know your plan’s deadline. Put the deadline in your claim procedure and train managers to report absences promptly, since delay is easy to avoid.
Medical Evidence
The carrier asks the treating physician for records and functional restrictions. HR should provide the job description and earnings information promptly. Send the job description and pay information on request, and keep copies of what was sent and when. A quick response can speed things up.
Decision Deadline
Under the Department of Labor rule, a plan must generally decide a disability claim within 45 days of receiving it, with up to two 30-day extensions for reasons beyond its control, and it must tell the claimant why. Ask the carrier how it will notify you if a claim is delayed.
What a Denial Must Say
A denial notice must give the specific reasons, cite the plan provisions, explain the appeal process and tell the claimant they can ask for relevant documents free of charge. Keep a copy of every denial in the file, and tell the employee how to reach the plan with questions.
Appeal Rights
Claimants have at least 180 days to appeal. The plan generally has 45 days to decide, with one extension of up to 45 days for special circumstances. A different reviewer must handle the appeal. Mark the deadlines on a calendar and tell the claimant where appeals are sent.
Help for Employees
We help employees and HR understand the process and organize documents. See Denied Claims and Appeals and Claims Advocacy.
How Short-Term Disability Fits With FMLA and Sick Time
Disability plans pay. Leave laws protect jobs. An employee often needs both.
FMLA Is Unpaid
The Department of Labor says FMLA gives eligible employees up to 12 workweeks of unpaid, job-protected leave, with group health coverage maintained on the same terms. Tell employees whether any paid leave will be applied while on FMLA, and how benefits will be reported, so there are no surprises.
Running Together
A serious health condition can qualify for FMLA and short-term disability at once. Employers may require or allow paid leave to run concurrently with FMLA under DOL rules. Coordinate with the carrier and HR so the leave designation, the disability claim and the pay records stay consistent.
Michigan Earned Sick Time
Michigan’s Earned Sick Time Act, effective February 21, 2025, requires paid sick time accrued at one hour per 30 hours worked, with annual use capped at 40 hours for small businesses and 72 hours for others. Make sure the written policy states how sick time interacts with short-term disability, and ask counsel to review it.
Employees Not Eligible for FMLA
FMLA covers employers with 50 or more employees and employees with 12 months of service and 1,250 hours. A smaller employer’s employees can still receive short-term benefits. Explain in your handbook how the benefit works for those employees, because FMLA job protection may not apply to them, though other laws or policy might.
Consistent Policies
Make sure the handbook, FMLA policy and disability certificate say the same thing about pay, benefits continuation and return to work. Our Disability Plan Coordination page covers this.
Claim Status and HR
Ask whether the carrier shares claim status with HR in a way that respects medical privacy, so HR can plan coverage for the absence. Agree on a process in writing with the carrier, limiting what HR sees to what it needs to manage coverage.
Questions to Put to Every Short-Term Disability Carrier
Use the same questions with every carrier so the quotes can be compared.
Ask for the Certificate
The certificate of coverage is the contract. Review it, not only the quote summary. Request the full contract early in the process, compare it with the quote summary, and have counsel review key terms before signing. If something in the summary does not match, get it corrected in writing.
Ask How Offsets Work
Get the list of other income that reduces benefits, and whether any minimum benefit applies. Ask the carrier to show how each offset works in an example, including what happens when the benefit would fall below the minimum. Compare lists across quotes, since the offsets differ.
Ask About Pregnancy and Mental Health
Ask how both are handled, including any duration limits. Request the certificate language on each, and ask for written examples of how claims are decided and how long benefits last for these conditions. Compare the answers across carriers before choosing a plan. Share the answers with employees.
Ask About Participation and Guarantee Issue
Ask what minimum participation applies, and how much coverage is available without evidence of insurability. Ask what happens if participation falls short, and whether the carrier will reconsider limits later. Plan enrollment communication so the requirement can be met. Get the answers in writing.
Ask About Claims Handling
Ask for the standard decision process and appeal steps, and who employees call with questions. Request the claim process in writing, including expected timelines, and make sure employees know whether to call the carrier or HR first. Test the number before open enrollment.
Ask About Rate Terms
Ask how long rates are held and what would trigger an increase. Ask whether the guarantee covers more than one year, how much notice you will receive before a change and what the carrier looks at when it sets the renewal. Keep the answer with your renewal file.
What Michigan Law Does And Does Not Provide
Michigan has no state disability or paid family leave program, so the plan you choose is the whole safety net. Here is the legal backdrop.
No State Disability Program
Michigan has no state-run temporary disability insurance. Only California, Hawaii, New Jersey, New York and Rhode Island run mandatory programs, so in Michigan paid income protection for a non-work illness or injury comes from an employer-sponsored plan or an individual policy.
No State Paid Family Leave
Michigan has no paid family and medical leave program. Federal FMLA gives up to 12 weeks of unpaid, job-protected leave, and only at employers with 50 or more employees. A bill to create a state program has been introduced but, as of October 2026, has not been enacted.
Earned Sick Time Act
Effective February 21, 2025, Michigan employees accrue at least 1 hour of paid sick time for every 30 hours worked. Annual use is capped at 72 hours, or 40 hours at employers with 10 or fewer employees. It covers short absences, not extended disability.
How The Layers Fit Together
Sick time covers the first short absences. Short-term disability starts after its elimination period, and long-term disability follows when the short-term benefit ends. FMLA, where it applies, runs at the same time and protects the job, not the paycheck. Plan the sequence once, show it in a simple timeline and use it in employee communications.
What This Means For Employers
Michigan does not run a state temporary disability insurance program of the kind a few other states operate, so an employer-sponsored plan can be an important source of wage replacement during a long non-work absence. The gap between sick time and a long absence is the exposure a disability plan is designed to address.
Rules Can Change
Leave and sick time rules in Michigan have changed repeatedly in recent years. We confirm current requirements at plan design and at each renewal, and we recommend employers confirm specifics with their own counsel. Keep a record of what you reviewed and when, and ask counsel about any change that affects your policies.
Frequently Asked Questions About Short-Term Disability Insurance
Is short-term disability required in Michigan?
No. Michigan does not operate a state temporary disability insurance program and does not require employers to buy short-term disability coverage. Employers offer it as a benefit.
How long does short-term disability pay?
It depends on the plan. The benefit period is a plan design choice, often counted in weeks. Read the benefit period in your certificate and compare it to the long-term waiting period.
Are the benefits taxable?
It depends on who paid the premium and whether it was taxed. Employer-paid, untaxed premiums generally make the benefit taxable, and after-tax employee premiums generally do not. Ask your tax professional.
Does short-term disability cover maternity leave?
Many plans pay for the medically certified recovery period from pregnancy and childbirth. Bonding time after recovery is leave, not disability. Check your certificate.
Is short-term disability the same as FMLA?
No. FMLA is unpaid, job-protected leave for eligible employees. Short-term disability pays part of earnings. An employee may use both for the same absence.
Can an employee collect while using PTO?
It depends on the plan and your policy. Some plans offset sick pay or allow top-ups. Decide the rule, put it in writing and confirm the plan treats it the same way.
What if the carrier denies the claim?
The employee has appeal rights under the Department of Labor claims rule, including at least 180 days to appeal. We help organize records and understand the process.
Can a self-employed owner get coverage?
Group plans are written for employees under the contract’s eligibility rules. Whether owners can be included depends on the carrier and the class definitions. Ask the carrier.
Related reading: Long-Term Disability Insurance: What It Covers, How It Pays and What It Costs · Group Disability Insurance · Disability Plan Coordination · Supplemental Life and Disability. We are not tax or legal advisers, and we do not guarantee carrier pricing or outcomes.
Is this legal advice?
No. This page is general information, not legal advice. Rules change and facts differ, so confirm your situation with your attorney or tax advisor.
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