# disability.insure: full text > Every page of disability.insure, published by Kandelaki Solutions LLC, as plain Markdown. Summaries: https://disability.insure/llms.txt --- URL: https://disability.insure/ Last updated: 2026-10-01 Illustrative image Independent disability insurance hub # Disability insurance for high-income professionals and business owners. Independent guidance from licensed advisors, with the carrier comparisons, contract language, and group LTD data you need to decide on your own terms. [See who we protect](https://disability.insure/who-we-protect/) Try the income calculator Start with a number ## Your career is the asset. See what it is worth. Most people insure their house and car and leave their largest asset, future income, covered only by an employer plan they have never read. Three inputs, no email. Reviewed by licensed advisors, CLU®, ChFC® Last reviewed September 2026 ### What is your income worth over a career? Three inputs. No email required. Age Profession Annual income (USD) Estimated earnings from age 34 to 67 $17.6 million Assumes 3% annual raises and retirement at 67. Illustration only, not a quote or a projection of any policy. [See how much of this you can insure](https://disability.insure/tools/group-ltd-gap-calculator/) ## Who we protect Contract details differ by specialty. Start with yours. - [Physicians Specialty own-occupation and residency discounts](https://disability.insure/who-we-protect/physicians/) - [Surgeons Hand and vision provisions, high monthly limits](https://disability.insure/who-we-protect/) - [Dentists Practice overhead and own-occupation wording](https://disability.insure/who-we-protect/dentists/) - [Nurses and CRNAs Group plan gaps and unisex pricing](https://disability.insure/who-we-protect/nurses-and-crnas/) - [Mental health professionals Mental nervous limitations explained](https://disability.insure/who-we-protect/) - [Attorneys Partner income, bonuses, and firm plans](https://disability.insure/who-we-protect/attorneys/) - [Business owners Buy-sell, key person, overhead expense](https://disability.insure/who-we-protect/) - [All professions Executives, CPAs, tech, self-employed](https://disability.insure/who-we-protect/) - CLU®, ChFC®, CFEI®, CPFA® Designations held by the advisors who review every page - Licensed insurance agency Current state licenses listed on the Licenses page - Independent No captive contract with any single carrier - Carriers compared side by side Same table, same definitions, same price you would pay direct ## Why disability insurance Your ability to earn is usually the largest asset you own, and the least protected. Three facts, each with its source. 1 in 4 Roughly one in four of today’s 20-year-olds will experience a disability before reaching retirement age. Source: [Social Security Administration, Disability and Death Probability Tables, 2023](https://disability.insure/research/) 60% A typical employer group LTD plan replaces 60% of base salary, with a monthly cap and a taxable benefit when the employer pays the premium. Source: [Bureau of Labor Statistics, National Compensation Survey, 2024](https://disability.insure/research/) 34.6 mo The average long-term disability claim lasts nearly three years, and musculoskeletal disorders and cancer are the leading causes. Source: [Council for Disability Awareness, Long-Term Disability Claims Review](https://disability.insure/research/) [Read the full research hub](https://disability.insure/research/) Free tool ## Check your hospital’s group LTD plan We collect the long-term disability summaries of major health systems and employers so you can see what your plan really covers before you buy anything. Group plans indexed as they are submitted. Missing yours? Send us the summary and we will add it. Sample result: Regional Medical Center Updated Jul 2026 Group carrier Carrier name Benefit 60% of base salary Monthly cap $10,000 Definition Own-occ 24 months, then any-occ Benefit taxable Yes, employer paid A $400,000 earner on this plan keeps about 30% of pre-tax income after the cap. [See the gap math](https://disability.insure/tools/group-ltd-gap-calculator/) ## How it works - ### Review Send your current policy or group LTD summary. We read the contract language, not the brochure, and write up what it actually covers. - ### Compare See quotes from leading carriers in one table: definition of disability, riders, exclusions, and price, with nothing hidden. - ### Decide Take the time you need. No deadlines, no follow-up pressure. If the right answer is to keep what you have, we will say so. Editorial standards ## How this site is reviewed disability.insure is a knowledge portal, not a sales page. Every guide, article, and tool is written and reviewed by licensed advisors and checked against current carrier contract specimens. Review dates are shown on every page. [Editorial standards and how we are paid](https://disability.insure/about/) Reviewers Licensed advisors holding CLU®, ChFC®, CFEI®, CPFA® Licensing Current state licenses listed on the Licenses page Review cycle Every page at least twice a year Sources Carrier specimens, SSA, BLS, CDA, cited inline Compensation Paid by carriers, same price as direct, disclosed Languages English, Russian, Georgian ## Featured research and guides [All articles](https://disability.insure/learn/) Contract language ### [True own-occupation vs modified own-occupation: what the contract actually says](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) Two definitions that sound alike can pay very differently once you return to work in another role. Reviewed Aug 20269 min read Coverage amounts ### [How much disability insurance do physicians actually need?](https://disability.insure/learn/) A worked method using take-home pay, fixed obligations, and existing group coverage. Reviewed Sep 20267 min read Group LTD ### [Why 60% is rarely 60%: the group LTD gap for high earners](https://disability.insure/learn/) Caps, bonus exclusions, and taxes can cut a group benefit to a third of real income. Reviewed Jul 20266 min read ## Common questions ### Usually the group plan is a starting point, not the whole answer. Most plans replace 60% of base salary, cap the monthly benefit, exclude bonus and production pay, and pay a taxable benefit. An individual policy fills the gap, follows you between employers, and can use a stronger definition of disability. ### It means you are considered disabled if you cannot perform the material duties of your specific occupation, even if you work in another field and earn income. Weaker definitions reduce or stop benefits once you earn money elsewhere. We show the exact contract language side by side. ### A rough rule is 1% to 3% of the income you insure, depending on age, specialty, health, and the riders you choose. Women often pay more unless a unisex rate is available. A quote takes a few minutes and does not require a medical exam to see numbers. ### No. Premiums are higher than at 30 and health questions matter more, but a policy to age 65 or 67 still protects the highest earning years of most careers. We will tell you plainly if it does not make sense in your case. ### By the carrier that issues your policy, through a commission built into the premium. The price is the same whether you buy through us or directly from the carrier. We compare carriers without a captive contract and disclose compensation on the About page. Complimentary service ## Have your existing disability policy or group plan reviewed, at no cost Send your individual DI policy or your employer’s group LTD certificate. A licensed advisor reads the contract and returns a written summary within two business days: definition of disability, cap, tax status, portability, and any gap in plain dollars. - No obligation and no follow-up calls unless you ask - "Keep what you have" is a common answer - Documents transmitted securely, stored in our CRM and deleted on request --- URL: https://disability.insure/who-we-protect/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Who we protect # Who we protect Contract details, group plan gaps, and pricing differ by specialty. Each guide answers the questions that come up for that profession, with the contract language quoted. ## Healthcare Specialty own-occupation wording and hospital group plans - [Physicians Residency discounts, specialty language, future increase options](https://disability.insure/who-we-protect/physicians/) - [Anesthesiologists Substance-use limits, hospital caps, call pay Reviewed Sep 2026](https://disability.insure/who-we-protect/anesthesiologists/) - [Surgeons Hand and vision provisions, high monthly limits Reviewed Aug 2026](https://disability.insure/who-we-protect/) - [Dentists Practice overhead, own-occupation wording, associate to owner](https://disability.insure/who-we-protect/dentists/) - [Nurses and CRNAs Group plan gaps, unisex pricing, shift work](https://disability.insure/who-we-protect/nurses-and-crnas/) - [Mental health professionals Mental nervous limitations explained Reviewed Jul 2026](https://disability.insure/who-we-protect/) - [Residents and fellows Locking rates before attending income](https://disability.insure/who-we-protect/residents-and-fellows/) - [Pharmacists and PAs Employer plans and portability Reviewed Jun 2026](https://disability.insure/who-we-protect/) ## Legal, finance, and executives Bonus-heavy income and firm plans - [Attorneys Partner draws, bonuses, firm LTD caps](https://disability.insure/who-we-protect/attorneys/) - [CPAs and financial professionals Seasonal income and documentation Reviewed Jun 2026](https://disability.insure/who-we-protect/) - [Executives Supplemental executive plans and equity compensation Reviewed May 2026](https://disability.insure/who-we-protect/) - [Tech professionals RSUs, job changes, and coverage that follows you Reviewed May 2026](https://disability.insure/who-we-protect/) ## Owners and self-employed Personal income plus the business itself - [Business owners Buy-sell funding, key person, overhead expense Reviewed Sep 2026](https://disability.insure/business-owners/) - [Self-employed earners Proving income, elimination periods, tax treatment Reviewed Jun 2026](https://disability.insure/who-we-protect/) - [Practice owners Overhead expense for medical, dental, legal practices Reviewed Aug 2026](https://disability.insure/business-owners/) - [All professions The general guide for any high earner Reviewed Sep 2026](https://disability.insure/why-disability-insurance/) Your profession is not listed? The general guide covers the same questions for any high earner. [Read the general guide](https://disability.insure/why-disability-insurance/) --- URL: https://disability.insure/who-we-protect/anesthesiologists/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Who we protect](https://disability.insure/who-we-protect/) - [Physicians](https://disability.insure/who-we-protect/) - Anesthesiologists # Disability insurance for anesthesiologists Reviewed by licensed advisors, CLU®, ChFC® Last reviewed September 12, 2026 11 min read Direct answer Anesthesiologists should hold an individual policy with a true own-occupation definition and a benefit of roughly 60% of pre-tax income, because hospital group plans cap benefits well below attending salaries and often drop to any-occupation after 24 months. Expect to pay 2% to 3% of covered income per year, less if you lock in rates during residency. ## Key facts Typical benefit range $15,000 to $25,000 per month for attendings, subject to carrier issue limits and existing group coverage. Must-have features - True own-occupation, specialty language - Non-cancelable and guaranteed renewable - Residual and partial disability rider - Future increase option - Cost of living adjustment if under 40 Common pitfalls - Relying on the hospital plan alone - Mental nervous and substance limitations of 24 months - Buying after a back or hand issue enters the record - Missing the residency discount window ## What is different for anesthesiologists Your income depends on fine motor control, sustained attention, and the physical ability to manage an airway under pressure. A wrist injury that a radiologist could work around ends an anesthesiologist’s clinical career. Contract wording about your specialty, not just medicine, decides whether the policy pays. ### Substance-use limitations matter more here Anesthesiology has a documented higher rate of substance-use disorder than most specialties. Many carriers limit benefits for mental nervous and substance-related claims to 24 months. A few will remove or extend that limit for an added premium. We show you which, in writing, before you apply. ### Hospital employment changes the math Most anesthesiologists are now employed by a health system or a national group. That usually means a group LTD plan at 60% of base pay with a monthly cap between $10,000 and $15,000, taxable, and not portable. Production bonuses and call pay are rarely counted. The individual policy exists to cover the difference and to survive a job change. Anesthesia provider at the monitor during a case. Illustrative image. ## Contract language: strong vs weak Two clauses that both get called “own-occupation.” Read the bold words. Strong wording "Totally disabled means that, solely due to injury or sickness, you are unable to perform the material and substantial duties of your occupation. If you have limited your practice to a recognized specialty, that specialty is your occupation. You may work in another occupation and still receive full benefits." Pays if you cannot practice anesthesiology, even while earning as a professor or medical director. Weak wording "Totally disabled means you are unable to perform the material duties of your occupation and you are not engaged in any other gainful occupation. After 24 months, totally disabled means you cannot perform any occupation for which you are reasonably suited by education, training, or experience." Stops paying once you take other work, and after two years may deny a claim entirely. ## Case example Anonymized, details changed Client Anesthesiologist, 38, employed Income $440,000 base plus call Group LTD 60% of base, $12,000 cap Gap found $10,000 per month She assumed the hospital plan replaced 60% of income. It replaced $12,000 of a $36,700 monthly income, before tax. We compared four carriers and placed a $10,000 true own-occupation policy with a future increase option, at $415 per month. Outcome shown for illustration. Premiums depend on age, health, state, and carrier. Try it with your numbers ## Your group LTD gap Gross monthly income: $36,000 Group plan monthly cap: $12,000 Group plan pays (before tax) $12,000 Estimated after tax at 30% $8,400 Monthly gap to 60% of income $9,600 [Open the full gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) ## Typical hospital group LTD terms for anesthesiologists From plan summaries in our lookup database. Carrier names shown as text only. Scroll sideways on small screens. Employer type | Benefit | Monthly cap | Definition | Bonus counted | Taxable | Academic medical center | 60% of base | $15,000 | Own-occ 24 mo, then any-occ | No | Yes | Community hospital system | 60% of base | $10,000 | Own-occ 24 mo, then any-occ | No | Yes | National anesthesia group | 60% of base | $12,000 | Own-occ to age 65 | Partial | Yes | Private practice partnership | Varies | $7,500 to $20,000 | Varies by plan | Sometimes | Depends on payer | Source: disability.insure group LTD lookup database, updated July 2026. [Methodology](https://disability.insure/research/) ## Questions anesthesiologists ask ### Almost never. Group LTD ends when employment ends, and a new employer may impose a waiting period or pre-existing condition exclusion. An individual policy is yours for as long as you pay the premium. ### Yes, and it is usually the least expensive time. Most carriers offer resident discounts and a future increase option that lets you raise the benefit later without new medical underwriting. ### Several carriers apply it to all physicians. At least two will remove or extend it for anesthesiologists at an added cost. We list the current options in the comparison table you receive. ### If you pay the premium with after-tax dollars, the benefit is tax-free. If your employer pays, the benefit is taxable income. This is why a $12,000 group benefit may be worth about $8,400 in hand. Reviewed by licensed advisors Reviewed Sep 12, 2026 Written and reviewed by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Have your group plan read by someone who reads them daily Send the summary. You get a written gap analysis within two business days. No call required. [Request a policy review](https://disability.insure/policy-review/) [Get a quote](https://disability.insure/get-a-quote/) ## Related pages - [Article True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) --- URL: https://disability.insure/who-we-protect/physicians/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Who we protect](https://disability.insure/who-we-protect/) - Physicians # Disability insurance for physicians Pending review by licensed advisors Not yet reviewed 8 min read Direct answer Physicians should hold an individual policy whose definition of disability names their specialty, because an employer plan usually caps the benefit below a physician’s income, counts only base pay, and ends when the job ends. Buy before a health issue enters your record, and use a future increase option so the benefit can grow with your income. ## Key facts Check first - How your contract defines "your occupation" - Whether bonuses and RVU pay are covered - Who pays the premium (it decides the tax) Must-have features - True own-occupation, specialty language - Non-cancelable and guaranteed renewable - Residual and partial disability rider - Future increase option Common pitfalls - Relying on the employer plan alone - Mental nervous limits of 24 months - Waiting until after a health issue is on record - Letting the policy lapse during a job change ## What is different for physicians A physician’s income depends on a specific clinical skill set, and the value of a policy depends on whether the contract protects that skill set or only your ability to work in medicine at all. A surgeon who can no longer operate can often still teach or consult. Whether the policy keeps paying when that happens is decided by a few words in the definition of disability. ### Employer plans are a starting point Most physicians are now employed by a health system or a group, and most of those employers provide group long term disability coverage. These plans commonly replace a percentage of base salary up to a monthly cap, leave out production pay, are taxable when the employer pays, and end when you leave. An individual policy fills the difference and stays with you. ### Specialty language Some contracts treat your recognized specialty as your occupation. Others look only at whether you can work as a physician. Ask for the definition in writing and compare it with the wording below before you apply. Physicians reviewing results together on a hospital floor. Illustrative image. ## Contract language: strong vs weak Two clauses that both get called “own-occupation.” Read the bold words. Strong wording "Totally disabled means that, solely due to injury or sickness, you are unable to perform the material and substantial duties of your occupation. If you have limited your practice to a recognized specialty, that specialty is your occupation. You may work in another occupation and still receive full benefits." Pays if you cannot do your own work, even while you earn in another role. Weak wording "Totally disabled means you are unable to perform the material duties of your occupation and you are not engaged in any other gainful occupation. After 24 months, totally disabled means you cannot perform any occupation for which you are reasonably suited by education, training, or experience." Stops paying once you take other work, and after two years may deny a claim entirely. Try it with your numbers ## Your group LTD gap Gross monthly income: $36,000 Group plan monthly cap: $12,000 Group plan pays (before tax) $12,000 Estimated after tax at 30% $8,400 Monthly gap to 60% of income $9,600 [Open the full gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) ## Questions physicians ask ### Almost never. Group LTD ends when employment ends, and a new employer may impose a waiting period or pre-existing condition exclusion. An individual policy is yours for as long as you pay the premium. ### Association plans can be a useful addition, but their terms and rates can usually be changed for the whole group, and they may not define your occupation by specialty. Read the definition and the renewal terms, and compare them with an individual policy. ### Buying during training usually costs less and locks in your health as it is today. A future increase option lets you raise the benefit when your income rises, without new medical underwriting. ### If you pay the premium with after-tax dollars, the benefit is tax-free. If your employer pays, the benefit is taxable income. This is why a $12,000 group benefit may be worth about $8,400 in hand. Pending review by licensed advisors Review pending This page is pending review by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Have your group plan read by someone who reads them daily Send the summary. You get a written gap analysis within two business days. No call required. [Request a policy review](https://disability.insure/policy-review/) [Get a quote](https://disability.insure/get-a-quote/) ## Related pages - [Article True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) --- URL: https://disability.insure/who-we-protect/dentists/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Who we protect](https://disability.insure/who-we-protect/) - Dentists # Disability insurance for dentists Pending review by licensed advisors Not yet reviewed 8 min read Direct answer Dentists should hold an individual policy with a true own-occupation definition, because the work depends on fine motor control and a hand, wrist, back, or vision problem can end clinical practice while other work remains possible. Practice owners should add business overhead expense coverage so the practice’s fixed costs are paid during a disability. ## Key facts Check first - Whether your specialty is your occupation - How the policy treats partial disability - Whether the practice’s fixed costs are covered Must-have features - True own-occupation, specialty language - Non-cancelable and guaranteed renewable - Residual and partial disability rider - Business overhead expense for owners Common pitfalls - Relying only on an association plan - No overhead coverage when you own the practice - Waiting until after a hand or back issue is on record - Not updating coverage when an associate buys in ## What is different for dentists Dentistry is precise, physical work done in a fixed posture for hours at a time. Injuries and conditions that would not stop most professionals, such as a tremor, a hand injury, or chronic neck or back pain, can stop a dentist from treating patients. The definition of disability decides whether that counts. ### Owners carry two risks An owner who cannot work loses personal income and still owes rent, staff salaries, equipment leases, and loan payments. Personal disability insurance replaces income; business overhead expense insurance is a separate policy that pays the practice’s fixed costs for a limited period. ### Associate to owner Coverage bought as an associate often needs to change when you buy into or acquire a practice. A future increase option and a review at each transition keep the benefit in line with your income and obligations. Dentist and assistant working with a patient in the operatory. Illustrative image. ## Contract language: strong vs weak Two clauses that both get called “own-occupation.” Read the bold words. Strong wording "Totally disabled means that, solely due to injury or sickness, you are unable to perform the material and substantial duties of your occupation. If you have limited your practice to a recognized specialty, that specialty is your occupation. You may work in another occupation and still receive full benefits." Pays if you cannot do your own work, even while you earn in another role. Weak wording "Totally disabled means you are unable to perform the material duties of your occupation and you are not engaged in any other gainful occupation. After 24 months, totally disabled means you cannot perform any occupation for which you are reasonably suited by education, training, or experience." Stops paying once you take other work, and after two years may deny a claim entirely. Try it with your numbers ## Your group LTD gap Gross monthly income: $36,000 Group plan monthly cap: $12,000 Group plan pays (before tax) $12,000 Estimated after tax at 30% $8,400 Monthly gap to 60% of income $9,600 [Open the full gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) ## Questions dentists ask ### It can be a useful addition, but association plan terms and rates can usually be changed for the whole group, and the definition of disability may not protect your specialty. Compare it with an individual policy before relying on it. ### It reimburses the practice’s regular fixed expenses, such as rent, staff salaries, utilities, and equipment leases, while you are disabled, for a limited benefit period. It does not replace your own income. ### Only if the contract says so. Look for wording that treats your recognized specialty as your occupation, so a policy pays if you cannot practice your specialty even while you work in another area of dentistry. ### If you pay the premium with after-tax dollars, the benefit is tax-free. If your employer pays, the benefit is taxable income. This is why a $12,000 group benefit may be worth about $8,400 in hand. Pending review by licensed advisors Review pending This page is pending review by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Have your group plan read by someone who reads them daily Send the summary. You get a written gap analysis within two business days. No call required. [Request a policy review](https://disability.insure/policy-review/) [Get a quote](https://disability.insure/get-a-quote/) ## Related pages - [Article True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) --- URL: https://disability.insure/who-we-protect/attorneys/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Who we protect](https://disability.insure/who-we-protect/) - Attorneys # Disability insurance for attorneys Pending review by licensed advisors Not yet reviewed 8 min read Direct answer Attorneys should hold an individual policy that defines disability by their own occupation and counts the income they actually earn, because firm plans often cap the benefit, may leave out bonuses or partner distributions, and end when you change firms. Partners should confirm how the policy measures income that arrives as a share of firm profits. ## Key facts Check first - Whether bonuses and distributions count as income - How the policy defines your occupation - Whether the firm plan ends when you leave Must-have features - Own-occupation definition - Non-cancelable and guaranteed renewable - Residual and partial disability rider - Future increase option Common pitfalls - Relying on the firm plan alone - Mental nervous limits of 24 months - Income documentation that misses variable pay - Coverage that stops at a firm change ## What is different for attorneys Legal work depends on concentration, judgment, and stamina more than on physical ability. That makes mental health and cognitive claims a larger share of the risk, and it makes the contract’s limits on those claims worth reading closely. ### Variable income needs careful documentation Associates are often paid a salary plus a bonus; partners are paid from firm profits. Carriers decide how much coverage you can buy from the income you can document, so a year with an unusual bonus or a new partnership agreement can change what is available. ### Firm plans stay with the firm Group coverage through a firm usually ends when you leave, and a new firm may have different terms or a waiting period. An individual policy keeps the same terms through a lateral move or a new practice. Attorney at a desk in a law office. Illustrative image. ## Contract language: strong vs weak Two clauses that both get called “own-occupation.” Read the bold words. Strong wording "Totally disabled means that, solely due to injury or sickness, you are unable to perform the material and substantial duties of your occupation. If you have limited your practice to a recognized specialty, that specialty is your occupation. You may work in another occupation and still receive full benefits." Pays if you cannot do your own work, even while you earn in another role. Weak wording "Totally disabled means you are unable to perform the material duties of your occupation and you are not engaged in any other gainful occupation. After 24 months, totally disabled means you cannot perform any occupation for which you are reasonably suited by education, training, or experience." Stops paying once you take other work, and after two years may deny a claim entirely. Try it with your numbers ## Your group LTD gap Gross monthly income: $36,000 Group plan monthly cap: $12,000 Group plan pays (before tax) $12,000 Estimated after tax at 30% $8,400 Monthly gap to 60% of income $9,600 [Open the full gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) ## Questions attorneys ask ### Almost never. Group LTD ends when employment ends, and a new employer may impose a waiting period or pre-existing condition exclusion. An individual policy is yours for as long as you pay the premium. ### Carriers usually look at documented earnings over the last one or two years, including bonuses and partnership income when they can be verified. Have tax returns or partnership statements ready when you apply. ### Many contracts limit benefits for mental health claims to 24 months. Some offer a way to remove or extend that limit for an added premium. Ask for the exact wording before you apply. ### If you pay the premium with after-tax dollars, the benefit is tax-free. If your employer pays, the benefit is taxable income. This is why a $12,000 group benefit may be worth about $8,400 in hand. Pending review by licensed advisors Review pending This page is pending review by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Have your group plan read by someone who reads them daily Send the summary. You get a written gap analysis within two business days. No call required. [Request a policy review](https://disability.insure/policy-review/) [Get a quote](https://disability.insure/get-a-quote/) ## Related pages - [Article True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) --- URL: https://disability.insure/who-we-protect/nurses-and-crnas/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Who we protect](https://disability.insure/who-we-protect/) - Nurses and CRNAs # Disability insurance for nurses and CRNAs Pending review by licensed advisors Not yet reviewed 7 min read Direct answer Nurses and CRNAs should start by reading their employer’s group plan and then fill the gap with an individual policy, because group coverage often replaces only part of base pay, may not count overtime or shift differentials, and ends when you change employers. The physical demands of the work make the definition of disability especially important. ## Key facts Check first - What the employer plan replaces, and up to what cap - Whether overtime and differentials count - How long the plan uses your own occupation Must-have features - Own-occupation definition for as long as you can get it - Non-cancelable and guaranteed renewable - Residual and partial disability rider - A benefit period long enough for your career Common pitfalls - Assuming the employer plan replaces your full pay - Coverage that ends at a job change - Waiting until after a back or shoulder injury is on record - Choosing a short benefit period to save premium ## What is different for nurses and CRNAs Clinical nursing is physically demanding: lifting, standing for long shifts, and moving patients. Back and shoulder injuries are common, and a condition that would not stop desk work can stop bedside practice. Whether a policy pays then depends on how it defines your occupation. ### Pay that the group plan may not see Overtime, shift differentials, and call pay can be a large part of what you earn. Many group plans count only base pay, so the benefit can be well below what you take home. ### CRNAs earn at a different level Nurse anesthetists often earn enough that a group plan’s cap matters as much as it does for physicians. The same advice applies: compare the cap with your income and cover the difference individually. Nurse manager reading a benefits booklet. Illustrative image. ## Contract language: strong vs weak Two clauses that both get called “own-occupation.” Read the bold words. Strong wording "Totally disabled means that, solely due to injury or sickness, you are unable to perform the material and substantial duties of your occupation. If you have limited your practice to a recognized specialty, that specialty is your occupation. You may work in another occupation and still receive full benefits." Pays if you cannot do your own work, even while you earn in another role. Weak wording "Totally disabled means you are unable to perform the material duties of your occupation and you are not engaged in any other gainful occupation. After 24 months, totally disabled means you cannot perform any occupation for which you are reasonably suited by education, training, or experience." Stops paying once you take other work, and after two years may deny a claim entirely. Try it with your numbers ## Your group LTD gap Gross monthly income: $36,000 Group plan monthly cap: $12,000 Group plan pays (before tax) $12,000 Estimated after tax at 30% $8,400 Monthly gap to 60% of income $9,600 [Open the full gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) ## Questions nurses and CRNAs ask ### Almost never. Group LTD ends when employment ends, and a new employer may impose a waiting period or pre-existing condition exclusion. An individual policy is yours for as long as you pay the premium. ### Often it does not. Read the plan summary for the definition of covered earnings; if it says base salary, the benefit is calculated without overtime, differentials, or call pay. ### A benefit that pays to age 65 or 67 protects a career; a short benefit period costs less but may stop while you still cannot work. Choose the length first, then the amount. ### If you pay the premium with after-tax dollars, the benefit is tax-free. If your employer pays, the benefit is taxable income. This is why a $12,000 group benefit may be worth about $8,400 in hand. Pending review by licensed advisors Review pending This page is pending review by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Have your group plan read by someone who reads them daily Send the summary. You get a written gap analysis within two business days. No call required. [Request a policy review](https://disability.insure/policy-review/) [Get a quote](https://disability.insure/get-a-quote/) ## Related pages - [Article True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) --- URL: https://disability.insure/who-we-protect/residents-and-fellows/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Who we protect](https://disability.insure/who-we-protect/) - Residents and fellows # Disability insurance for residents and fellows Pending review by licensed advisors Not yet reviewed 7 min read Direct answer Residents and fellows should consider buying an individual policy during training, because you are usually at your healthiest, premiums are based on today’s age, and a future increase option lets you raise the benefit as attending income arrives without new medical underwriting. The benefit you can buy now is limited by your training salary, so plan to increase it later. ## Key facts Check first - How the policy defines your future specialty - The future increase option and its deadlines - Whether a training-program plan follows you Must-have features - True own-occupation, specialty language - Non-cancelable and guaranteed renewable - Future increase option - Residual and partial disability rider Common pitfalls - Waiting until a health issue is on record - Relying on the program’s group plan after training - Missing future increase option deadlines - A definition that does not name your specialty ## What is different for residents and fellows Training is the point in a medical career where income is lowest and insurability is usually highest. A policy bought now is priced on your current age and health; the same policy bought after a diagnosis may come with exclusions or not be available at all. ### The benefit grows with you Carriers limit how much coverage you can buy based on current income, so a resident can usually buy only part of what an attending needs. A future increase option lets you add coverage later, typically at set times, without proving your health again. ### Training plans end with training Coverage provided by a residency or fellowship program usually ends when the program does, often just as attending income begins. An individual policy continues on its own terms. Medical resident walking through a hospital corridor. Illustrative image. ## Contract language: strong vs weak Two clauses that both get called “own-occupation.” Read the bold words. Strong wording "Totally disabled means that, solely due to injury or sickness, you are unable to perform the material and substantial duties of your occupation. If you have limited your practice to a recognized specialty, that specialty is your occupation. You may work in another occupation and still receive full benefits." Pays if you cannot do your own work, even while you earn in another role. Weak wording "Totally disabled means you are unable to perform the material duties of your occupation and you are not engaged in any other gainful occupation. After 24 months, totally disabled means you cannot perform any occupation for which you are reasonably suited by education, training, or experience." Stops paying once you take other work, and after two years may deny a claim entirely. Try it with your numbers ## Your group LTD gap Gross monthly income: $36,000 Group plan monthly cap: $12,000 Group plan pays (before tax) $12,000 Estimated after tax at 30% $8,400 Monthly gap to 60% of income $9,600 [Open the full gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) ## Questions residents and fellows ask ### Because your health and age set the price and the terms. Buying while healthy locks in coverage that a later diagnosis could make more expensive or unavailable, and a future increase option lets the benefit grow with your income. ### Usually not. Program coverage generally ends with the program, and a new employer may impose a waiting period or exclusions. An individual policy stays with you. ### A rider that lets you buy more monthly benefit at set times or events, such as finishing training, based on your income then, without new medical underwriting. ### If you pay the premium with after-tax dollars, the benefit is tax-free. If your employer pays, the benefit is taxable income. This is why a $12,000 group benefit may be worth about $8,400 in hand. Pending review by licensed advisors Review pending This page is pending review by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Have your group plan read by someone who reads them daily Send the summary. You get a written gap analysis within two business days. No call required. [Request a policy review](https://disability.insure/policy-review/) [Get a quote](https://disability.insure/get-a-quote/) ## Related pages - [Article True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) --- URL: https://disability.insure/business-owners/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Business owners # Disability insurance for business owners Reviewed by licensed advisors, CLU®, ChFC®Last reviewed September 2026 Direct answer An owner’s disability creates three separate problems: lost personal income, fixed business expenses that keep arriving, and a partnership or key employee left in limbo. Each has its own policy type. Most owners have only the first, and often only through a group plan. Partners reviewing a buy-sell agreement. Illustrative image. ## Three problems, three policies Which ones you need depends on your ownership structure and who else depends on you working. Problem 1: your income ### Individual disability income Replaces your personal earnings. Owners can often insure a share of business profit, not just salary, if it is documented on returns. Pays to You Typical term To age 65 or 67 Tax note Tax-free if you pay personally Problem 2: the business ### Business overhead expense Reimburses rent, staff salaries, loan payments, and utilities while you cannot work, so the practice survives until you return or sell. Pays to The business Typical term 12 to 24 months Tax note Premiums usually deductible; benefits taxable Problem 3: partners ### Disability buy-out Funds the purchase of a disabled owner’s share under your buy-sell agreement, in a lump sum or installments. Pays to Business or partners Typical term Lump sum after 12 to 24 months Tax note Premiums not deductible; benefits tax-free Problem 3b: key people ### Key person disability Pays the business when a named producer, such as a lead surgeon or rainmaker, is disabled, covering lost revenue and replacement cost. Pays to The business Typical term Lump sum or monthly, 12 to 24 months Tax note Premiums not deductible; benefits tax-free ## How buy-sell funding works A buy-sell agreement says what happens to a disabled partner’s share. Without funding, the healthy partners must find the purchase price from cash flow or a loan while the practice is already short a producer. A disability buy-out policy pays the agreed price after an elimination period, usually 12 to 24 months. The diagram uses a two-partner practice valued at $2.4 million. Amounts are illustrative. The diagram in words - Partner A owns 50% of the practice, worth $1.2M. Partner B owns the other 50%, worth $1.2M. - Partner A becomes totally disabled. An 18 month elimination period passes. - The buy-out policy pays $1,200,000. - Partner B buys A’s share at the price fixed in the agreement. - A receives $1.2M for their share and keeps their personal disability income policy. ## Before you call anyone, gather these - Your operating or shareholder agreement Specifically the buy-sell clause and any disability definition or valuation method it contains. - Two years of business and personal returns Carriers set owner benefits from documented income, including K-1 or Schedule C profit. - Monthly fixed overhead Rent, payroll, loan payments, malpractice, utilities. This sets the overhead expense benefit. - Existing policies and group plan summaries Personal, group, and any association coverage. We check definitions and caps before recommending more. - A current valuation or the agreement’s formula Buy-out coverage is written to the price the agreement will produce, not a guess. ## Owner coverage review Send your operating agreement’s buy-sell clause and any existing policies. You receive a written summary of what is funded, what is not, and rough costs to close the gaps. No obligation. [Request an owner review](https://disability.insure/policy-review/) [Book a 20 minute call](https://disability.insure/get-a-quote/) --- URL: https://disability.insure/tools/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Tools # Tools Calculators and lookups that run in your browser. Nothing is stored, nothing is sent, and no email is asked for. Each tool publishes its method. - [Calculator Group LTD gap calculator How much of your take-home pay your employer plan would replace after the cap, bonus exclusions, and tax, and what is left to cover. Inputs: salary, bonus, plan terms, tax rate Method reviewed Sep 2026](https://disability.insure/tools/group-ltd-gap-calculator/) - [Lookup Hospital and employer group LTD lookup Search plan summaries by employer to see benefit percentage, monthly cap, definition, and tax status before you buy anything. Inputs: employer name Method reviewed Jul 2026](https://disability.insure/#ltd) - [Calculator Lifetime earnings calculator What your income is worth from today to age 67 with modest raises. The number most people have never seen. Inputs: age, profession, income Method reviewed Sep 2026](https://disability.insure/#calc) - [Explainer Definition of disability simulator Pick a scenario and see what true own-occupation, modified own-occupation, and any-occupation each pay. Inputs: scenario, new income Method reviewed Aug 2026](https://disability.insure/tools/) - [Calculator Coverage stacking planner Layer group coverage and an individual policy against your income and see the uncovered remainder. Inputs: income, cap, individual benefit Method reviewed Aug 2026](https://disability.insure/tools/) - [Checklist Policy review checklist Twelve items to check in any disability contract, printable, with the page reference for each. Inputs: none Method reviewed Jun 2026](https://disability.insure/tools/) ## How the tools are built Every calculator states its assumptions on the page and links to a methodology note. Figures are illustrations, not quotes. Where a tool uses our datasets, such as the group LTD lookup, the sample size and update date are shown beside the result. Results can be printed or saved as PDF from your browser. We do not keep a copy. When a tool is not enough A complimentary policy review reads your actual documents: group certificate, existing policy, or a quote you received elsewhere. You get a written summary in two business days. [Request a policy review](https://disability.insure/policy-review/) --- URL: https://disability.insure/tools/group-ltd-gap-calculator/ Last updated: 2026-10-01 - [Home](/) - [Tools](/tools/) - Group LTD gap calculator # Group LTD gap calculator See how much of your take-home pay your employer plan would actually replace, and what is left to cover. Nothing is stored. No email required. Method reviewed by licensed advisors, CLU®, ChFC®Last reviewed September 2026 ## Your numbers Annual base salary Annual bonus, call pay, or production Group plan replaces: 60% of base Group plan monthly cap: $12,000 Who pays the group premium? Your marginal tax rate: 37% ## What your plan would pay $0Current monthly take-home $24,150 Gross monthly income $38,333 Group benefit before cap $20,000 Group benefit after cap $12,000 Group benefit after tax $7,560 Monthly shortfall vs take-home $16,590 Your plan would replace about 31% of take-home pay. An individual policy of roughly $12,917 per month would close most of the gap and stay with you if you change employers. ## What these results mean Group plans quote a percentage of salary, but three things shrink it: the monthly cap, the exclusion of bonus and production income, and taxes when the employer pays the premium. Your shortfall is the difference between what you take home today and what the plan would deposit. An individual policy is designed to close most of this shortfall. Carriers generally issue enough coverage to bring total benefits to about 60% to 70% of gross income, counting the group plan. The individual benefit is tax-free when you pay the premium yourself. A shortfall of zero is rare above $150,000 of income. If you see one, check that the cap is entered correctly. ## Methodology - Gross monthly income = (base + bonus) / 12. - Group benefit = base / 12 × replacement percentage, limited to the monthly cap. Bonus excluded, as in most plans. - If the employer pays the premium, the benefit is taxed at your marginal rate. If you pay with after-tax dollars, it is not. - Take-home = gross monthly income × (1 minus marginal rate). Simplified; ignores deductions and state variation. - Shortfall = take-home minus after-tax group benefit. Assumptions reviewed against the plan summaries in our lookup database, July 2026. [Full methodology](/research/). This tool is educational and is not a quote. ## Next step, if you want one Get quotes for the shortfall amount from leading carriers, with the definition of disability shown next to each price. Or send your plan summary and let us check the cap and definition for you. [Get a quote for $16,590](/get-a-quote/) [Request a policy review](/policy-review/) --- URL: https://disability.insure/learn/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Learn # Learn Guides and articles in plain language, each with a direct answer at the top, sources at the bottom, and a review date. Start here ## [True own-occupation vs modified own-occupation](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) The one sentence in a disability contract that decides whether a surgeon who can no longer operate gets paid while teaching. With specimen wording and a worked example. Reviewed Aug 20269 min read Contract language ### [Residual and partial disability: the rider that pays when you can still work part time](https://disability.insure/learn/) Why most claims are partial, and how the 20% loss of income trigger works. Reviewed Aug 20267 min read Coverage amounts ### [How much disability insurance do physicians actually need?](https://disability.insure/learn/) A worked method using take-home pay, fixed obligations, and existing group coverage. Reviewed Sep 20267 min read Group LTD ### [Why 60% is rarely 60%: the group LTD gap for high earners](https://disability.insure/learn/) Caps, bonus exclusions, and taxes can cut a group benefit to a third of real income. Reviewed Jul 20266 min read Riders and options ### [Future increase option: buying the right to more coverage later](https://disability.insure/learn/) How residents and young attorneys lock in insurability before their income arrives. Reviewed Jun 20265 min read Contract language ### [Mental nervous and substance-use limitations, carrier by carrier](https://disability.insure/learn/) Which contracts limit these claims to 24 months, which do not, and what it costs to remove the limit. Reviewed Jul 20268 min read Pricing ### [What disability insurance costs by specialty, age, and sex](https://disability.insure/learn/) Median quoted premiums per $1,000 of monthly benefit, from quotes run on this site. Reviewed Sep 20266 min read Group LTD ### [Reading your group LTD certificate in fifteen minutes](https://disability.insure/learn/) The five sections that matter and the sentences to look for in each. Reviewed May 20266 min read Riders and options ### [Cost of living adjustment: worth it under 40?](https://disability.insure/learn/) How inflation erodes a fixed benefit over a 25 year claim, with the math. Reviewed Apr 20265 min read Prefer to see the numbers first? The tools take two minutes and ask for no email. [Open the tools](https://disability.insure/tools/) --- URL: https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - [Learn](https://disability.insure/learn/) - Own-occupation definitions Contract language # True own-occupation vs modified own-occupation Reviewed by licensed advisors, CLU®, ChFC®Published March 2025Last reviewed August 30, 20269 min read Contents - Why the definition matters - Three definitions side by side - How the money flows - Where modified wording hides - Who should pay for it - Sources Direct answer True own-occupation pays the full benefit when you cannot do your specialty, even if you earn income in another job. Modified own-occupation stops or reduces the benefit once you work elsewhere. For physicians and dentists who could plausibly teach, consult, or practice a different specialty, the difference is often the entire benefit. ## Why the definition matters more than the price A disability policy is a promise to pay under specific conditions. The definition of total disability is the sentence that sets those conditions. Two policies with the same monthly benefit and the same premium can behave completely differently at claim time because of a dozen words in that sentence. This article quotes the actual specimen language used by carriers in 2026, explains what each phrase does, and shows the outcome for a common physician scenario. ## The three definitions, side by side Outcome for a surgeon who can no longer operate but takes a $180,000 teaching post Definition | Key phrase | Pays while teaching? | Benefit on $15,000 | True own-occupation | "unable to perform the material duties of your occupation" | Yes, in full | $15,000 | Modified own-occupation | "... and not engaged in any other gainful occupation" | No | $0 | Any-occupation | "unable to perform any occupation for which you are reasonably suited" | No, claim likely denied | $0 | Source: Carrier specimen contracts on file, 2026 editions. See sources 1 to 3. ## How the money flows Can no longer operate, takes teaching post True own-occupationTest: can you do your specialty? No. $15,000 per month plus the teaching salary Modified own-occupationTest: are you working elsewhere? Yes. $0 teaching salary only Figure 1. Same injury, same benefit amount, different definition. Interactive version on the [tools page](https://disability.insure/tools/group-ltd-gap-calculator/). ## Where modified wording hides Carriers rarely label a definition "modified." Look for the words and not working, not engaged in any other occupation, or a time limit such as for the first 24 months, after which the definition changes. Group plans almost always include the time limit. Some individual policies include it in the base contract and sell the true own-occupation wording as a rider. Also check the specialty clause. Wording that recognizes a "medical or dental specialty" as your occupation is what makes the definition useful to a surgeon or an anesthesiologist. Without it, an insurer can argue that your occupation is "physician" and that you can still practice medicine. ## Who should pay for true own-occupation The premium difference is usually 10% to 20%. It is worth paying when your income depends on a narrow physical or cognitive skill and you would realistically work in another role after a disability: surgeons, anesthesiologists, dentists, trial attorneys, and many owners. It matters less for someone whose only plausible outcome after disability is not working at all. If the budget is tight, a smaller true own-occupation benefit is usually a better decision than a larger modified one. ## Sources - Carrier A, Individual Disability Income Policy specimen, form series 2024, Definition of Total Disability, section 1.3. On file, requested January 2026. - Carrier B, Own-Occupation Rider specimen, 2025 edition, section 2. On file. - Carrier C, Group Long Term Disability Certificate, sample, 2025, Definition of Disability. On file. - Council for Disability Awareness, Long-Term Disability Claims Review, latest edition. - American Medical Association, Physician Disability Insurance: Questions to Ask, accessed August 2026. Carrier names withheld on public pages. Full specimen citations available on request. [How we review contracts](https://disability.insure/about/) Reviewed by licensed advisors Reviewed Aug 30, 2026 Written and reviewed by advisors holding CLU®, ChFC®, CFEI®, or CPFA® designations. Current state licenses are listed on the Licenses page. Every page is checked against current carrier contract specimens at least twice a year. Compensation is paid by the issuing carrier and disclosed on the [How we are paid](https://disability.insure/about/#how-we-are-paid) page. [Editorial standards](https://disability.insure/about/#editorial-standards) ## Related reading [Profession Disability insurance for anesthesiologists](https://disability.insure/who-we-protect/anesthesiologists/) [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) [Article Why 60% is rarely 60%](https://disability.insure/learn/) Want your own policy’s definition checked? Send the specimen and we will mark it up. [Request a policy review](https://disability.insure/policy-review/) Compare definitions with real quotes One table, leading carriers, exact contract wording beside each price. [Get a quote](https://disability.insure/get-a-quote/) In this series - [Residual and partial disability](https://disability.insure/learn/) - [Mental nervous limitations](https://disability.insure/learn/) - [Future increase options](https://disability.insure/learn/) --- URL: https://disability.insure/why-disability-insurance/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Why disability insurance # Why disability insurance Reviewed by licensed advisors, CLU®, ChFC®Last reviewed September 2026 Direct answer For most high earners, future income is the largest asset they own, and the one least likely to be insured properly. Disability insurance replaces part of that income if illness or injury stops you from working in your field. The question is not whether to have it, but how much, under what definition, and from whom. ## The evidence Each figure links to its primary source. We update them when the source does. 1 in 4 Roughly one in four of today’s 20-year-olds will experience a disability before reaching retirement age. Source: [Social Security Administration, Disability and Death Probability Tables, 2023](https://disability.insure/research/) 90% About nine in ten long-term disability claims are caused by illness, not accidents. Musculoskeletal disorders and cancer lead. Source: [Council for Disability Awareness, Long-Term Disability Claims Review](https://disability.insure/research/) 34.6 mo The average long-term disability claim lasts nearly three years. Source: [Council for Disability Awareness, Long-Term Disability Claims Review](https://disability.insure/research/) 60% A typical employer plan replaces 60% of base salary, capped monthly, taxable when employer paid, and not portable. Source: [Bureau of Labor Statistics, National Compensation Survey, 2024](https://disability.insure/research/) ## Your career is the asset A 35-year-old earning $350,000 will earn roughly $18 million before 67 with modest raises. Most people insure their house, car, and life, and leave the $18 million uninsured or covered by a capped employer plan they have never read. Use the calculator to see your own figure, then check how much of it your current plan would replace. Lifetime earnings estimate Age Annual income Estimated earnings to age 67 $18.4 million Assumes 3% annual raises. Illustration only. ## Five things people get wrong Assumption | What the contract says | My hospital plan covers me. | It covers 60% of base salary up to a cap, usually $10,000 to $15,000, before tax. Bonus and call pay are rarely counted. It ends when you leave. | Social Security will pay if I really cannot work. | SSDI requires inability to do any substantial work, pays a maximum near $3,800 per month in 2026, and denies most first applications. | I am healthy, so I can wait. | Premiums rise with age and any diagnosis can add an exclusion or a decline. The cheapest policy you will ever buy is the one you buy this year. | All own-occupation policies are the same. | Some stop paying when you take other work. Some switch to any-occupation after 24 months. The difference is in one sentence of the contract. | An advisor will push the most expensive option. | Prices are set by carriers and are identical whether you buy direct or through an independent advisor. Compensation is disclosed on this site. | ## Where to go next - [Tool Group LTD gap calculator](https://disability.insure/tools/group-ltd-gap-calculator/) - [Article True own-occupation vs modified](https://disability.insure/true-own-occupation-vs-modified-own-occupation-what-the-contract-actually-says/) - [Profession Guides by specialty](https://disability.insure/who-we-protect/) - [Research Methodology and data](https://disability.insure/research/) Already have a policy or a group plan? Have it read before you buy anything. [Request a complimentary policy review](https://disability.insure/policy-review/) --- URL: https://disability.insure/research/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Research # Research and data Original analysis of group LTD plans, carrier contract language, and claim statistics. Every dataset lists its method, sample, and last update. ## Datasets we maintain ### Group LTD plan database Benefit percentage, monthly cap, definition, bonus treatment, and tax status for employer plans, searchable by employer. Sample Group plans indexed as they are submitted Updated July 2026 [Search the database](https://disability.insure/#ltd) ### Contract language index Specimen wording for total disability, residual, mental nervous limits, and future increase riders, tracked edition by edition. Sample 9 carriers, 2019 to 2026 Updated August 2026 [Browse definitions](https://disability.insure/learn/) ### Specialty premium benchmarks Median quoted premium per $1,000 of monthly benefit by specialty, age band, and sex, from quotes run on this site. Sample 2,140 quotes Updated September 2026 [See the benchmarks](https://disability.insure/tools/) ## Findings from the group LTD database Plan summaries from health systems, law firms, and national physician groups, collected 2024 to 2026. Group LTD plan features by employer type, medians from the collected plan summaries Plan feature | Health systems | Law firms | Physician groups | Median replacement of base salary | 60% | 60% | 60% | Median monthly cap | $10,000 | $15,000 | $12,000 | Own-occupation period before any-occ | 24 months | 24 months | To age 65 | Bonus or production counted | 8% of plans | 31% of plans | 22% of plans | Benefit taxable (employer paid) | 91% of plans | 64% of plans | 78% of plans | Method: Medians of plan summaries submitted by readers and collected from public benefits pages, verified against the certificate where available. Plans with fewer than 10 records per category are excluded. Full methodology ## How we work We quote contract specimens, not marketing summaries. Where carriers differ, we show the wording side by side and withhold carrier names on public pages so that no one reads a comparison as a recommendation. Statistics come from primary sources: the Social Security Administration, the Bureau of Labor Statistics, and the Council for Disability Awareness. We do not cite secondary summaries or other insurance sites. - Collect Plan summaries, certificates, and carrier specimens, dated and archived. - Verify Two advisors read each document independently and reconcile differences. - Anonymize Employer names remain; employee identifiers and carrier names on public pages are removed. - Review twice a year Every page shows its review date. Corrections are logged at the bottom of the page. ## Add your employer’s plan Upload a plan summary or certificate. We strip identifying details, verify the terms, and add it to the database within two weeks. You receive the gap analysis for your own plan in return. --- URL: https://disability.insure/policy-review/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Complimentary policy review # Complimentary policy review Send your group LTD certificate, an existing policy, or a quote from anywhere. A licensed advisor reads the contract and sends you a written summary in two business days. ## What you receive - A one-page written summary of what the document covers and where the gaps are - The definition of disability quoted and explained - Cap, tax status, and portability spelled out in dollars - A plain recommendation, including "keep what you have" when that is the answer ## What does not happen - No phone calls unless you ask for one - No follow-up sequence or newsletter sign-up - No quote unless you request it after reading the review Documents are transmitted securely, stored in our CRM, and deleted on request. [Privacy](https://disability.insure/privacy-policy/) --- URL: https://disability.insure/get-a-quote/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Get a quote # Get a quote --- URL: https://disability.insure/about/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - About # About disability.insure An independent knowledge portal on disability insurance for high-income professionals and business owners, published by Kandelaki Solutions LLC, a licensed insurance agency. ## Independent No captive contract with any carrier. Comparisons show every appointed carrier that writes your occupation in your state, with the same table for each. ## Evidence first Contract specimens over brochures. Primary statistics over secondary summaries. Every figure carries its source line. ## No pressure No pop-ups, timers, or chat bubbles. Tools and answers come before any form. You decide when, or whether, to talk to anyone. ## Accessible by design WCAG 2.2 AA or better: 18px body text, visible focus states, large tap targets. A disability site has no excuse for less. ## How we are paid Everything on this site is free to read and use. If you buy a policy through the agency, the issuing carrier pays a commission built into the premium. The premium is set by the carrier and is the same whether you buy through us, another agent, or directly. We hold no captive contract with any carrier and receive no bonus for placing business with one over another. Comparison tables show every carrier we are appointed with that offers coverage for your occupation and state. We do not sell investment products, and we do not accept payment for placement or ranking in any article or table. Typical compensation First-year commission 40% to 55% of annual premium Renewal commission 2% to 10% per year Fees charged to you None Effect on your premium None Ranges are placeholders for the published disclosure. Exact figures vary by carrier and state. ## Editorial standards - Licensed reviewers Every page is written or reviewed by a licensed advisor holding at least one of CLU®, ChFC®, CFEI®, CPFA®. - Dated reviews Pages show the last review date and are re-checked against current carrier specimens at least twice a year. - Primary sources only SSA, BLS, CDA, and carrier documents. No statistics from other insurance sites. - No carrier names on public comparisons Contract wording is compared with carrier names withheld, so no article reads as a sales recommendation. - Corrections logged Corrections are noted at the bottom of the affected page with the date and what changed. ## Licensing Agency Kandelaki Solutions LLC National Producer Number 21168853 State licenses Current state licenses are listed on the [Licenses page](https://disability.insure/licenses/) Reviewer credentials CLU®, ChFC®, CFEI®, CPFA® Languages English, Russian, Georgian Questions about the site, a correction, or a plan to add to the database? [Contact the editors](https://disability.insure/about/#contact) --- URL: https://disability.insure/licenses/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Licenses # Licenses Kandelaki Solutions LLC is a licensed insurance agency. National Producer Number 21168853. Verify any license at [nipr.com](https://nipr.com). --- URL: https://disability.insure/accessibility/ Last updated: 2026-10-01 - [Home](https://disability.insure/) - Accessibility statement # Accessibility statement ## Our commitment disability.insure is published by Kandelaki Solutions LLC. We want every visitor, including people with disabilities, to be able to read this site, use its tools, and contact us. ## Standard This site aims to conform to WCAG 2.2 Level AA, the Web Content Accessibility Guidelines published by the World Wide Web Consortium (W3C). ## Measures taken - Every page and control can be reached and used with a keyboard alone. - Keyboard focus is always visible, with a 2px focus ring. - Text meets a contrast ratio of at least 4.5:1 against its background. - Body text is 18px, and no text is smaller than 15px. - Buttons, links, and form controls have tap targets of at least 44px. - Images and icons that carry meaning have text alternatives; decorative ones are hidden from screen readers. - Pages use headings, landmarks, and labelled form fields, and form errors are announced and described in text. - Pages reflow to a 320px wide screen without sideways scrolling. - There are no pop-ups, no exit prompts, and no chat window that opens by itself. The homepage carousel advances every 8 seconds; it has a pause control, stops on any interaction, and does not move at all when your device is set to reduce motion. ## Known limitations We know of no accessibility barriers on this site. Some photos are placeholder images; they are illustrative only, and their text alternatives say so. ## Review date This statement was last reviewed on September 30, 2026. ## Feedback and contact If you have trouble using any part of this site, email alex@kandelakisolutions.com. Tell us the page and what went wrong. We aim to respond within two business days. --- URL: https://disability.insure/privacy-policy/ Last updated: 2026-10-01 # Privacy Policy Last Updated: October 1, 2025 ## Introduction Disability.insure ("we," "us," or "our") is committed to protecting your privacy. This Privacy Policy explains how we collect, use, disclose, and safeguard your information when you visit our website, use our services, interact with our Facebook Messenger chatbot, or communicate with us. Please read this Privacy Policy carefully. By accessing or using our services, you acknowledge that you have read, understood, and agreed to be bound by all the terms outlined in this policy. If you do not agree with our policies and practices, please do not use our services. ## Information We Collect ### Personal Information We may collect personal information that you voluntarily provide to us when you: - Complete forms or create accounts on our website - Request insurance quotes or information - Submit an application for insurance - Contact our customer service - Subscribe to our newsletter - Participate in surveys or promotions - Interact with our Facebook Messenger chatbot This information may include: - Contact information (name, email address, phone number, mailing address) - Professional information (occupation, employer, income) - Demographic information (age, gender, marital status) - Health information (when applying for disability insurance) - Financial information (income details, existing coverage) ### Automatically Collected Information When you visit our website or use our Messenger chatbot, we may automatically collect certain information about your device, browsing actions, and patterns. This information may include: - IP address - Browser type and version - Operating system - Referring website - Pages visited and time spent - Click patterns and interactions - Device type and settings - Facebook User ID (when using Messenger) - Message timestamps and conversation metadata We collect this data using cookies, web beacons, and similar tracking technologies. For more information about our use of cookies, please see the "Cookies and Similar Technologies" section below. ## How We Use Your Information We may use the information we collect for various purposes, including to: - Provide, maintain, and improve our services - Process insurance applications and quotes - Respond to your inquiries and fulfill your requests - Send administrative information, such as policy updates - Send marketing communications (with your consent) - Personalize your experience on our website and chatbot - Conduct research and analysis to improve our services - Protect against, identify, and prevent fraud and other illegal activities - Comply with legal obligations ## How We Share Your Information We may share your personal information with: Insurance Carriers: To obtain quotes and process applications for coverage Service Providers: Third parties that perform services on our behalf, such as website hosting, data analysis, payment processing, customer service, and AI-powered chatbot functionality (including OpenAI) Business Partners: With your consent, we may share your information with business partners to offer certain products or services Legal Requirements: We may disclose your information if required to do so by law or in response to valid requests by public authorities Business Transfers: In connection with a merger, acquisition, or sale of assets, your information may be transferred as a business asset We do not sell your personal information to third parties for their marketing purposes without your explicit consent. ## Cookies and Similar Technologies We and our service providers use cookies, web beacons, and similar technologies to track information about your use of our website. This helps us understand how you use our services and improves your browsing experience. Types of cookies we use: - Essential cookies: Required for the operation of our website - Analytical/performance cookies: Help us count visits and traffic sources - Functionality cookies: Enable enhanced functionality and personalization - Targeting cookies: Record your visits to our website and the pages you've visited You can set your browser to refuse all or some browser cookies or to alert you when websites set or access cookies. If you disable or refuse cookies, please note that some parts of our website may become inaccessible or not function properly. ## Facebook Messenger Chatbot ### Information Collection and Use When you interact with our Facebook Messenger chatbot assistant (the "Bot"), we collect and process: - Facebook User ID: A unique identifier assigned by Facebook to your account - Message Content: The text messages you send to our Bot - Conversation History: Your message exchanges with the Bot during your session - Timestamp: Date and time of your interactions ### How We Use Messenger Data We use information collected through the Messenger Bot to: - Provide Customer Service: Respond to your inquiries about our insurance and financial services - Improve Our Service: Analyze conversation patterns to enhance Bot responses - Connect You with Advisors: Facilitate contact between you and our licensed advisors when requested - Maintain Conversation Context: Remember your conversation history during your session for more natural interactions ### OpenAI Integration Our Messenger Bot uses OpenAI's GPT-4o-mini artificial intelligence model to process and respond to your messages. When you send a message: - Your message content is transmitted to OpenAI's servers for processing - OpenAI processes your message according to their privacy policy - OpenAI may use anonymized data to improve their services - We recommend reviewing OpenAI's Privacy Policy at: https://openai.com/privacy ### Facebook Platform Integration Our Bot operates on Facebook's Messenger platform. Your interactions are subject to: - Facebook's Data Policy: https://www.facebook.com/privacy/policy - Facebook's Messenger Terms: https://www.facebook.com/legal/terms/plain_text_terms ### Messenger Data Storage and Retention - Conversation Memory: We temporarily store your conversation history during your active session to provide context-aware responses - Session Duration: Conversation data is retained only for the duration of your active conversation session - Log Data: We may retain minimal log data (timestamps, user IDs) for security and service improvement purposes for up to 90 days - No Long-Term Storage: We do not permanently store your message content after your session ends ### Opting Out of Messenger Bot You can stop using the Messenger Bot at any time by: - Simply stopping your interaction with the Bot - Blocking or unfollowing our Facebook Page - Requesting deletion of your conversation data by contacting us ## Text Messaging and Communications By providing your phone number and consenting to receive text messages from us, you acknowledge and agree to the following: ### Text Message Communications We may send you text messages for various purposes, including: - Appointment reminders and scheduling - Application and policy status updates - Claim processing information - Service notifications and alerts - Marketing messages (with your specific consent) ### Frequency of Messages The frequency of text messages will vary based on your interactions with us and your specific preferences. Standard message and data rates may apply based on your cellular service plan. ### Opting Out of Text Messages You may opt out of receiving text messages at any time by: - Replying "STOP" to any text message you receive from us - Contacting our customer service at the phone number or email provided in the "Contact Us" section - Updating your communication preferences in your account settings (if applicable) After opting out, you will receive one final confirmation message and then no further text messages unless you opt back in. ### Zoom Communications Partnership Disclosure We may use Zoom Communications as a third-party service provider to deliver some of our text messages. By consenting to receive text messages from us, you also consent to the use of Zoom Communications for this purpose. Your information will be processed in accordance with Zoom Communications' privacy policy, which can be found on their website. Please note that message and data rates may apply for any messages sent to you or that you send to us. If you have any questions about your text plan or data plan, please contact your wireless provider. ## Data Security We implement appropriate technical and organizational security measures to protect your personal information from accidental loss, unauthorized access, use, alteration, or disclosure. However, please note that no method of transmission over the Internet or electronic storage is 100% secure, and we cannot guarantee absolute security. We regularly review and update our security practices to enhance protection. We limit access to your personal information to those employees, agents, contractors, and other third parties who have a business need to know. ## Your Privacy Rights Depending on your location, you may have the following rights regarding your personal information: - Access and obtain a copy of your personal information - Correct inaccurate personal information - Request deletion of your personal information (including Messenger conversation data) - Object to or restrict the processing of your personal information - Data portability (receiving your data in a structured, commonly used format) - Withdraw consent at any time (where processing is based on consent) To exercise any of these rights, please contact us using the information provided in the "Contact Us" section below. We will respond to your request within the timeframe required by applicable law. ## SMS & Communication Privacy Notice By providing your phone number and submitting this form, you consent to receive text messages from disability.insure for the purposes of scheduling appointments, providing service updates, and sharing relevant insurance information. Message frequency may vary. Message and data rates may apply. ### Zoom Communications Partnership We partner with Zoom Communications to deliver some of our text messaging services. Your phone number and related information may be processed by Zoom Communications in accordance with their privacy policy and our service agreement. ### 10DLC Compliance Our text messaging campaigns are registered and compliant with 10DLC (10-Digit Long Code) requirements to ensure reliable message delivery and protect against spam. ### Opt-Out Instructions You can opt out of receiving text messages at any time by replying "STOP" to any message. For help, reply "HELP". You may also contact us directly at (800) 757-5005 or info@disability.insure. ### Opt-Out & Help Handling - STOP, STOPALL, UNSUBSCRIBE, CANCEL, END, QUIT → We stop messaging that campaign and return a one-time confirmation: "You're opted out." - HELP → We respond with support contact and links. - Users can also opt out via email/phone listed below ### Customer Support Contact info@disability.insure | 732-427-8118 ### Privacy Protection We never sell your personal information to third parties. Your phone number and personal data are used solely for providing our insurance services and related communications. For complete details on how we handle your information, please review this Privacy Policy. ## California Residents If you are a California resident, you have specific rights under the California Consumer Privacy Act (CCPA) regarding your personal information. For more information about these rights and how to exercise them, please review our California Privacy Notice, which is incorporated into this Privacy Policy. ## Children's Privacy Our services are not directed to individuals under the age of 18, and we do not knowingly collect personal information from children. If we learn that we have collected personal information from a child under 18, we will take steps to delete such information as soon as possible. If you believe we might have any information from or about a child under 18, please contact us using the information provided in the "Contact Us" section below. ## Changes to This Privacy Policy We may update this Privacy Policy from time to time to reflect changes in our practices or for other operational, legal, or regulatory reasons. The updated policy will be posted on this page with a revised "Last Updated" date. We encourage you to review this Privacy Policy periodically to stay informed about how we are protecting your information. Your continued use of our services after any changes to this Privacy Policy constitutes your acceptance of the revised policy. ## Contact Us If you have any questions, concerns, or requests regarding this Privacy Policy or our privacy practices, please contact us at: Kandelaki Solutions, LLC Email: info@disability.insure Phone: 800-757-5005 or 732-427-8118 We will respond to your inquiry as soon as possible and within the timeframe required by applicable law. --- URL: https://disability.insure/terms-of-service/ Last updated: 2026-10-01 # Terms of Service Last Updated: 8, 15, 2025 ## 1. Agreement to Terms These Terms of Service ("Terms") constitute a legally binding agreement between you and Disability.insure ("we," "us," or "our") governing your access to and use of the website, including any content, functionality, and services offered on or through disability.insure (the "Website"). By using the Website, you accept and agree to be bound by these Terms. If you do not agree to these Terms, you must not access or use the Website. ## 2. Changes to the Terms We may revise and update these Terms from time to time in our sole discretion. All changes are effective immediately when we post them and apply to all access to and use of the Website thereafter. Your continued use of the Website following the posting of revised Terms means that you accept and agree to the changes. You are expected to check this page frequently so you are aware of any changes, as they are binding on you. ## 3. Accessing the Website We reserve the right to withdraw or amend this Website, and any service or material we provide on the Website, in our sole discretion without notice. We will not be liable if, for any reason, all or any part of the Website is unavailable at any time or for any period. You are responsible for: - Making all arrangements necessary for you to have access to the Website. - Ensuring that all persons who access the Website through your internet connection are aware of these Terms and comply with them. ## 4. Intellectual Property Rights The Website and its entire contents, features, and functionality (including but not limited to all information, software, text, displays, images, video, and audio, and the design, selection, and arrangement thereof) are owned by Disability.insure, its licensors, or other providers of such material and are protected by United States and international copyright, trademark, patent, trade secret, and other intellectual property or proprietary rights laws. These Terms permit you to use the Website for your personal, non-commercial use only. You must not reproduce, distribute, modify, create derivative works of, publicly display, publicly perform, republish, download, store, or transmit any of the material on our Website, except as follows: - Your computer may temporarily store copies of such materials in RAM incidental to your accessing and viewing those materials. - You may store files that are automatically cached by your Web browser for display enhancement purposes. - You may print or download one copy of a reasonable number of pages of the Website for your own personal, non-commercial use and not for further reproduction, publication, or distribution. - If we provide social media features with certain content, you may take such actions as are enabled by such features. You must not: - Modify copies of any materials from this site. - Use any illustrations, photographs, video or audio sequences, or any graphics separately from the accompanying text. - Delete or alter any copyright, trademark, or other proprietary rights notices from copies of materials from this site. If you print, copy, modify, download, or otherwise use or provide any other person with access to any part of the Website in breach of the Terms, your right to use the Website will stop immediately and you must, at our option, return or destroy any copies of the materials you have made. No right, title, or interest in or to the Website or any content on the Website is transferred to you, and all rights not expressly granted are reserved by Disability.insure. Any use of the Website not expressly permitted by these Terms is a breach of these Terms and may violate copyright, trademark, and other laws. ## 5. Prohibited Uses You may use the Website only for lawful purposes and in accordance with these Terms. You agree not to use the Website: - In any way that violates any applicable federal, state, local, or international law or regulation. - To transmit, or procure the sending of, any advertising or promotional material, including any "junk mail," "chain letter," "spam," or any other similar solicitation. - To impersonate or attempt to impersonate the Company, a Company employee, another user, or any other person or entity. - To engage in any other conduct that restricts or inhibits anyone's use or enjoyment of the Website, or which, as determined by us, may harm the Company or users of the Website or expose them to liability. Additionally, you agree not to: - Use the Website in any manner that could disable, overburden, damage, or impair the site or interfere with any other party's use of the Website. - Use any robot, spider, or other automatic device, process, or means to access the Website for any purpose, including monitoring or copying any of the material on the Website. - Use any manual process to monitor or copy any of the material on the Website or for any other unauthorized purpose without our prior written consent. - Use any device, software, or routine that interferes with the proper working of the Website. - Introduce any viruses, Trojan horses, worms, logic bombs, or other material that is malicious or technologically harmful. - Attempt to gain unauthorized access to, interfere with, damage, or disrupt any parts of the Website, the server on which the Website is stored, or any server, computer, or database connected to the Website. - Attack the Website via a denial-of-service attack or a distributed denial-of-service attack. - Otherwise attempt to interfere with the proper working of the Website. ## 6. Content and Information Accuracy The content on the Website is provided for general information purposes only. It is not intended to amount to advice on which you should rely. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on the Website. Although we make reasonable efforts to update the information on our Website, we make no representations, warranties, or guarantees, whether express or implied, that the content on our Website is accurate, complete, or up-to-date. Your use of the Website is at your own risk. ## 7. Insurance Products and Services Disability.insure provides information about insurance products and services. The actual insurance coverage provided is subject to the terms, conditions, and exclusions of the applicable insurance policy as issued by the insurer. We do not guarantee that any particular insurance product or service is suitable for you. Insurance regulations vary by state, and not all products or services described on the Website may be available in your state. The information provided on the Website does not constitute an offer to sell insurance in any jurisdiction where we are not licensed to do so. You should always read the terms and conditions of any insurance policy before purchasing, and consult with a licensed insurance professional if you have any questions or concerns. ## 8. Privacy Policy Your use of the Website is also subject to our Privacy Policy, which is incorporated into these Terms by reference. Our Privacy Policy describes how we collect, use, and share information that we obtain from you through your use of the Website. By using the Website, you agree to the collection and use of information in accordance with our Privacy Policy. ## 9. Disclaimer of Warranties YOU UNDERSTAND AND AGREE THAT YOUR USE OF THE WEBSITE, ITS CONTENT, AND ANY SERVICES OR ITEMS OBTAINED THROUGH THE WEBSITE IS AT YOUR OWN RISK. THE WEBSITE, ITS CONTENT, AND ANY SERVICES OR ITEMS OBTAINED THROUGH THE WEBSITE ARE PROVIDED ON AN "AS IS" AND "AS AVAILABLE" BASIS, WITHOUT ANY WARRANTIES OF ANY KIND, EITHER EXPRESS OR IMPLIED. NEITHER THE COMPANY NOR ANY PERSON ASSOCIATED WITH THE COMPANY MAKES ANY WARRANTY OR REPRESENTATION WITH RESPECT TO THE COMPLETENESS, SECURITY, RELIABILITY, QUALITY, ACCURACY, OR AVAILABILITY OF THE WEBSITE. THE FOREGOING DOES NOT AFFECT ANY WARRANTIES THAT CANNOT BE EXCLUDED OR LIMITED UNDER APPLICABLE LAW. ## 10. Limitation of Liability IN NO EVENT WILL THE COMPANY, ITS AFFILIATES, OR THEIR LICENSORS, SERVICE PROVIDERS, EMPLOYEES, AGENTS, OFFICERS, OR DIRECTORS BE LIABLE FOR DAMAGES OF ANY KIND, UNDER ANY LEGAL THEORY, ARISING OUT OF OR IN CONNECTION WITH YOUR USE, OR INABILITY TO USE, THE WEBSITE, ANY WEBSITES LINKED TO IT, ANY CONTENT ON THE WEBSITE OR SUCH OTHER WEBSITES, INCLUDING ANY DIRECT, INDIRECT, SPECIAL, INCIDENTAL, CONSEQUENTIAL, OR PUNITIVE DAMAGES. THE FOREGOING DOES NOT AFFECT ANY LIABILITY THAT CANNOT BE EXCLUDED OR LIMITED UNDER APPLICABLE LAW. ## 11. Indemnification You agree to defend, indemnify, and hold harmless the Company, its affiliates, licensors, and service providers, and its and their respective officers, directors, employees, contractors, agents, licensors, suppliers, successors, and assigns from and against any claims, liabilities, damages, judgments, awards, losses, costs, expenses, or fees (including reasonable attorneys' fees) arising out of or relating to your violation of these Terms or your use of the Website. ## 12. Governing Law and Jurisdiction These Terms and any dispute or claim arising out of or in connection with them or their subject matter or formation shall be governed by and construed in accordance with the laws of the State of New York, without giving effect to any choice or conflict of law provision or rule. Any legal suit, action, or proceeding arising out of, or related to, these Terms or the Website shall be instituted exclusively in the federal courts of the United States or the courts of the State of New York, in each case located in New York City. You waive any and all objections to the exercise of jurisdiction over you by such courts and to venue in such courts. ## 13. Waiver and Severability No waiver by the Company of any term or condition set out in these Terms shall be deemed a further or continuing waiver of such term or condition or a waiver of any other term or condition, and any failure of the Company to assert a right or provision under these Terms shall not constitute a waiver of such right or provision. If any provision of these Terms is held by a court or other tribunal of competent jurisdiction to be invalid, illegal, or unenforceable for any reason, such provision shall be eliminated or limited to the minimum extent such that the remaining provisions of the Terms will continue in full force and effect. ## 14. Entire Agreement These Terms, our Privacy Policy, and any other documents expressly incorporated by reference constitute the sole and entire agreement between you and Disability.insure regarding the Website and supersede all prior and contemporaneous understandings, agreements, representations, and warranties, both written and oral, regarding the Website. ## 15. Contact Information Questions or comments about the Website or these Terms may be directed to us at the following contact information: Disability.insure Email: legal@disability.insure Phone: (800) 555-1234