1.How well does your STD benefit level (percentage of income and weekly maximum) provide meaningful income replacement for your workforce?
Market benchmark: 60% of pre-disability earnings up to $1,500–$2,500/week. Lower benefit levels leave employees financially vulnerable.
2.How well does your STD elimination period (waiting period) align with your sick leave policy and employee financial resilience?
Common elimination periods: 0, 7, or 14 days. A 0-day elimination period for accidents and 7-day for illness is a common design.
3.How well does your STD benefit duration bridge to your LTD elimination period without a gap?
STD duration should equal or exceed the LTD elimination period (typically 90 or 180 days) to prevent an income gap.
4.How thoroughly have you reviewed state-mandated disability insurance requirements for all states where you have employees?
CA, HI, NJ, NY, RI, and WA have mandatory state disability programs. Employer plans must coordinate with or replace state coverage.
5.How effectively is your STD program administered, including claims management, return-to-work coordination, and FMLA integration?
STD claims should be coordinated with FMLA leave, ADA accommodations, and workers' compensation.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
