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Disability income insurance helps when a person's ability to earn a living is compromised due to a disabling injury or illness.
Symetra offers several short- and long-term insurance policies to meet the needs of your clients and their employees. Our short-term disability covers non-occupational illness or injury, while our long-term coverage provides 24-hour protection for on- and off-the-job incidents.
Short-Term Disability
- Income replacement of up to 70% of pre-disability earnings
- Maximum weekly benefit of $2,500, based on underwriting and reduced by other income benefits
- Total, partial and residual disability options
- No preexisting conditions exclusion
Voluntary Short-Term Disability
- Up to 60% of pre-disability earnings
- Split class benefits to a maximum weekly benefit of $2,500, based on underwriting and reduced by other income benefits
- No medical underwriting required at initial enrollment, or within 31 days of eligibility (coverage is subject to a preexisting conditions exclusion)
- Benefits 100% employee paid
Long-Term Disability
- Income replacement of 50% to 66 2/3% of pre-disability earnings (66 2/3% not available on contributory plans)
- Maximum monthly benefit of $15,000, subject to underwriting and reduced by other income benefits
- Regular occupation/reasonable employment option/gainful occupation definitions of disability
- Includes Waiver of Premium unless the employer opts out
- Personal Care and Social Security Assistance, Rehabilitation Services and Workplace Modification Benefits
- Voluntary plans also available
Core Buy-Up Long-Term Disability
- Employer pays 100% of core benefits; employees buy-up additional coverage
- Income replacement of up to 40% to 60% of pre-disability earnings
- Monthly maximum benefit of $15,000, based on underwriting and reduced by other income benefits
- Up to 80% of the group may be blue collar
Sample Policy
This sample policy  is for example purposes only.
Employee Assistance Program (EAP)
Our EAP provides employees and their families with confidential assessment and counseling services for professional or personal issues. The services are designed to help reduce the costs employers incur from healthcare utilization, absenteeism, on- and off-the-job accidents and unemployment.
Read more about our EAP or contact your
Symetra Regional Group Manager for details.
Frequently Asked Questions
A reasonable employment option is defined as a position offered by the employer during the regular (own) occupation period. The insured must be capable of performing the job given their education, training and experience.
An "own job" definition means the specific job the insured was regularly performing for the employer prior to the disabling injury or illness.
To qualify for the Personal Care Assistance Benefit, an insured must meet each of the following requirements; 1) received LTD benefits throughout the maximum payment duration, 2) been continuously disabled on and after the last day of the maximum payment duration, and 3) have a sickness or injury for which Symetra determines a need for personal care assistance.
The Personal Care Assistance Benefit provides a monthly benefit to an insured after the end of the maximum benefit period up to 60 months if the insured has a cognitive impairment, or a terminal illness, or requires active, hands-on help from another person to perform two or more activities of daily living. The insured must also be unable to engage in any substantial gainful activity for which they may be qualified by education, training or experience.
The SSD benefit provides insureds with advice regarding their claims and can also help with applications for SSD benefits or an appeal. It may include reimbursing pre-approved case management expenses as well as helping insureds find legal representation and obtain medical and vocational evidence. (Insureds may be eligible to receive Medicare after receiving SSD benefits for 24 months.)
This benefit requires an insured who is disabled to take advantage of vocational rehabilitation services and incentives that can help them return to work. Employers and insureds are put in touch with masters' level rehabilitation coordinators who help disabled employees make the transition back to work. The coordinators manage the plan's benefits with all involved parties including physicians and rehabilitation providers.
The Workplace Modification Benefit is another feature which provides financial incentives to companies who modify workstations or make other workplace accommodations to facilitate a disabled employee's return to work.
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