Group and Voluntary
Long Term Disability Insurance

Employees often wonder what would happen to their financial wellbeing if they were injured or too sick to work for an extended period of time. You can alleviate those concerns, retain an experienced workforce and attract talented recruits with Long Term Disability (LTD) insurance coverage. 

Safeguard your employees’ financial wellbeing 

  • Flexible plan designs can be customized for your company’s needs and benefits budget.
  • Employee earnings may be covered for injuries and illness that occur at work or elsewhere.
  • LifeMap handles FICA tax and W-2 paperwork at no charge.
  • The return-to-work incentive gets valued employees back on the job, even if it’s part-time.

Protection from financial disaster

The plan provides around-the-clock coverage for disabilities that result from illness or injuries. It covers employees who are unable to return to work due to their disability and those who become partially disabled but can work some of the time.

You can create a plan that fits the needs of your workforce and company, and customize your offering from a wide variety of benefit options:

  • Earnings replacement percentage: Choose to cover 40% to 70% of an employee’s monthly income; typical benefits are 60% or 66 2/3%.
  • Benefit elimination period: Choose to start benefits at 60, 90, 120, 180 or 365 days after the disabling illness or injury.
  • An accumulation period of up to TWICE the elimination period: If an employee returns to work during the Elimination Period but cannot return to work on a continuous basis, the days that they are disabled can be used toward satisfying the elimination period.
  • Maximum benefit period: Opt for a coverage length of two or five years, or up to the employee’s Social Security Normal Retirement Age.
  • Regular occupation benefit period: This coverage can match the maximum benefit period for ultimate coverage, or you can limit benefits to a shorter period of time (two to five years) for employees who are unable to perform the duties of their regular occupation. After this period, employees must be unable to perform the duties of any gainful occupation they are reasonably suited for by training, education or experience in order to continue receiving benefits.
  • Partial disability benefits: Include protection for employees who become partially disabled, meaning those who can perform all of their job duties some of the time or some of their duties all of the time. We can also offer our Progressive Partial formula that allows a working, disabled employee to earn up to 100% of their pre-disability earnings.


Hassle-free administration

  • FICA tax: We pay the employer portion of the FICA tax for employees receiving Long Term Disability benefits, and submit payment to the Internal Revenue Service on your behalf.
  • W-2 administration: We prepare all W-2 information at the end of the year for employees receiving a disability benefit.
  • Paycheck deduction: Premiums are deducted directly from employees' paychecks.

Incentives to get back on the job

To keep your business running smoothly, you need your valued worker back on the job as soon as possible. The plan is designed to encourage employees to return to work at a healthy pace, not to penalize them.

  • Disabled employees who return to work part-time can receive benefits in addition to what they earn on the job.
  • Under the return-to-work incentive, benefits will be reduced only if the combined benefit and partial income exceed the employee’s pre-disability earnings.

Limitations and exclusions

Long Term Disability benefits may be reduced if the covered disabled employee receives payment from other sources. Limitations may apply to certain conditions and some exclusions also apply.



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