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Disability Plans

Group Disability Insurance for Washington Employers

Income protection that keeps your team secure when life takes an unexpected turn — short-term and long-term disability, made simple.

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Short & long-termEmployer & voluntaryIncome replacement

Overview

Protect the paycheck behind every employee.

A serious illness or injury doesn’t just affect health — it threatens a household’s income. Disability insurance replaces a portion of an employee’s paycheck while they recover, turning a potential crisis into a manageable setback. It’s the benefit nobody thinks about until they need it, and then it’s everything.

We help Washington employers add short-term and long-term disability that fits their team and budget — as an employer-paid safety net, a voluntary option, or both.

What’s included

Short-term disability (STD)
Long-term disability (LTD)
Income replacement (commonly 50–60%)
Choice of elimination periods
Employer-paid or voluntary structures
Straightforward claims support

Ahola Benefits team in Cle Elum, Washington

What’s Included

What our group disability coverage includes

The protection that keeps good people from falling through the cracks.

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Short-Term Disability

Replaces income for temporary conditions — surgery recovery, injury, childbirth — usually for a few weeks to several months.

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Long-Term Disability

Picks up where STD ends, protecting income through extended or permanent conditions.

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Income Replacement

Plans typically replace 50–60% of pay, giving employees real stability during recovery.

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Flexible Elimination Periods

Choose how soon benefits begin after a disability — a key lever for balancing coverage and cost.

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Employer or Voluntary

Offer it as a paid benefit, let employees buy up, or both — whatever fits your strategy.

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Simple Claims

We help your team navigate claims so support arrives when it’s needed most.

Your Options

Disability coverage types

Layered protection for short and long horizons.

STD

Short-Term

Replaces income for temporary disabilities, with benefits beginning quickly and lasting weeks to months.

LTD

Long-Term

Continues income protection for extended conditions, often to retirement age for the most serious cases.

Voluntary

Employee-Paid

Let employees elect and fund their own coverage at group rates — minimal cost to you.

Supplemental

Executive / Buy-Up

Additional protection for higher earners whose income exceeds standard plan caps.

How it works

How we set up disability coverage

Thoughtful protection, clearly explained.

01

Discovery

We learn your team, payroll, and how much protection you want to provide.

02

Plan Design

We set income-replacement levels and elimination periods that fit.

03

Market Comparison

We compare the top disability carriers for rate and contract quality.

04

Enrollment

We enroll your team and explain how the coverage works.

05

Ongoing Support

We help with claims and review your renewal each year.

Carrier Partners

Plans From the Carriers You Know and Trust

We work with the region's leading insurance carriers to find the right fit for your business and your team.

Frequently Asked Questions

Common Disability Coverage Questions

What's the difference between short-term and long-term disability?

Short-term disability (STD) replaces income for temporary conditions — typically a few weeks to several months — and benefits usually start quickly. Long-term disability (LTD) takes over for extended or permanent conditions, often continuing for years. Many employers layer both so there’s no gap in protection.

How much of an employee's income does disability insurance replace?

Most group plans replace 50–60% of base income, up to a monthly maximum. The exact percentage and cap are part of plan design — we’ll help you choose a level that meaningfully protects your team.

What is an elimination period?

It’s the waiting time between when a disability begins and when benefits start paying — for example, 7 days for STD or 90 days for LTD. Longer elimination periods lower the premium, so it’s a useful lever for balancing coverage and cost.

Can employees pay for disability coverage themselves?

Yes. Voluntary disability lets employees elect and fund their own coverage at favorable group rates, so you can offer the benefit at little or no direct cost. There can also be tax differences between employer-paid and employee-paid benefits, which we’ll explain.

Do we need disability coverage if we already offer medical?

They protect different things. Medical pays for treatment; disability replaces the paycheck while an employee can’t work. For many teams, income protection is the missing piece that turns a good benefits package into a complete one.

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