Protect Your Team with Group Life & Disability Insurance

Financial security for employees and families through employer-sponsored life, short-term, and long-term disability plans

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Group Life & Disability Coverage for Small Businesses

Peterman Insurance Services offers turnkey Group Life and Disability solutions that help you recruit and retain top talent. Our benefits-focused approach ensures your employees and their families receive timely financial support during life’s unexpected events—while you maintain budget certainty and compliance.

Employer-Sponsored Life Insurance

Provide a baseline death benefit—typically 1× to 2× annual salary—with options for supplemental voluntary life to meet individual needs.

Long Term Disability
Offer extended income protection—often up to age 65—for employees facing serious health setbacks, preserving financial stability for your workforce.

Short-Term Disability

Replace a portion of income (usually 60–70%) for employees out of work due to illness or injury—covering durations from weeks to months.

Your group life and disability insurance Questions, Answered

Find clear answers to key questions about Group Life and Disability Insurance—so you can design benefits that support your team and control costs.

Employers typically set eligibility based on hours worked (e.g., 30+ hours per week). Plans must meet minimum participation requirements—often 70–75% of eligible employees.

Rates are based on employee demographics (age, gender), industry, group size, benefit levels, and claims experience. We’ll benchmark carriers to secure competitive pricing.

Basic life is a core employer-paid benefit. Supplemental (or voluntary) life allows employees to purchase additional coverage—often at group-rated premiums deducted via payroll.

The waiting (elimination) period is the time between a disabling event and when benefits begin—common options are 7, 14, or 30 days for Short-Term Disability and 90 to 180 days for Long-Term Disability.

Many plans offer conversion or portability options—allowing departing employees to convert group life or extend disability coverage under an individual policy.

Employer-paid premiums for basic life and disability are generally tax-deductible as a business expense. Employee contributions to supplemental life can be made on a pre-tax basis.