NYS Mandatory Disability
You’ve got a business to run—and navigating state-mandated benefits shouldn’t slow you down. We make it fast, simple, and stress-free to meet New York’s short term disability insurance requirement for your employees.
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New York State Short Term Disability Insurance Simplified and Affordable
Stay Compliant with NY Disability Coverage without the Confusion
If you’re a New York employer, state law requires you to provide Short Term Disability Benefits Insurance (DBL) for your employees. But navigating insurance options can be confusing, expensive, and time-consuming.
At HealthPlansNY.com, we specialize in helping small to mid-sized businesses like yours quickly get the right NY Mandatory Disability coverage – so you can focus on growing your business, not paperwork.
Important News!
New York State mandatory disability and Paid Family Leave law has changed — no more policy backdating is permitted.
Employers are responsible for securing coverage properly and timely. Waiting until a claim arises is too late.
Out-of-State Employers Must Also Comply: If you have employees in New York State for 30 or more calendar days in a year, you are required to provide coverage—even if your business is based outside New York State.
For more information Call: 914-633-1717
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What Is NY Mandatory Disability Insurance?
New York Mandatory Disability Insurance (DBL) isn’t just a legal requirement — it’s smart business protection. This coverage provides short-term income for employees who can’t work due to an off-the-job illness or injury, helping you stay compliant and avoid costly state penalties.
At HealthPlansNY, we make DBL coverage fast, affordable, and stress-free — so you can focus on running your business.In addition, employers who provide Disability benefits are also required to make Paid Family Leave (PFL) benefits available. Learn more about Paid Family Leave.
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Why Choose Healthplansny.com?
Fast, Easy Compliance: Get your policy and certificate quickly—often within 48 hours.
Clear, Transparent Pricing: No hidden fees. Competitive rates from the top NY insurance companies.
Personalized Service: We guide you step-by-step through the process and answer all your questions.
Expertise You Can Trust: We focus exclusively on New York’s disability insurance market.
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Why Smart business Owners Trust HealthPlansNY
✔ Instant Compliance – We’ll help you meet NY state mandates fast.
✔ Plans Tailored to Small Business – We work exclusively with employers like you.
✔ No Guesswork – We guide you step-by-step so you understand what you’re buying.
✔ Competitive Rates – Get the right coverage at the right price.
“Fantastic customer service, we were in an urgent time crunch and Bill assisted us with getting our policy quickly. His follow up and attention to detail are much appreciated. I highly recommend Health Plans NY.”
– NYSCATE New York State Association for Computers and Technologies in Education
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Getting Started
1. Request Your FREE Quote: Fill out our quick form at the top of this page.
2. Review Your Options: We’ll send you tailored plan details.
3. Get Covered: Receive your insurance certificate and stay compliant.
How NY Short Term Disability Works
New York Short term disability provides partial wage replacement for employees who are:
- Injured off the job
- Recovering from illness
- Unable to work due to pregnancy or childbirth recovery
**This is not the same as Workers’ Compensation, which covers on-the-job injuries.**
How Much Does Short Term Disability Pay?
Benefit Amount: 50% of the employee’s average weekly wage, up to a max of $170/week
Duration: Up to 26 weeks in any 52-week period
Waiting Period: Benefits begin on the 8th consecutive day of disability
Who Needs It?
Employers with at least 1 employee (full-time or part-time) are required to have DBL coverage.
Sole proprietors and business partners aren’t automatically covered but can opt in for protection.
Who Provides the Coverage?
Employers purchase a disability policy through a private insurance carrier or brokers (like us) authorized in NYS. The state does not directly issue these policies
Who Pays for It?
Employers may share the cost with employees (through payroll deductions up to 60 cents per week).
Many employers choose to cover the full cost due to how affordable it is.
What Happens If You Don’t Have It?
Failure to provide DBL coverage can result in:
Fines
Lawsuits
Personal liability for owners and officers
What States Require Short Term Disability Insurance?
New York is one of the few states that has a mandatory short term disability insurance program. Some states require employers to provide partial wage replacement insurance coverage to their eligible employees for non-work related sickness or injury.
Currently, if your employees are located in any of the following states, you are required to purchase disability insurance:
New York: New York State Workers’ Compensation Board – 877-632-4966
California: Employment Development Department
Hawaii: Unemployment Insurance Division
New Jersey: Department of Labor and Workforce Development
Puerto Rico: Department of Labor and Human Resources
Rhode Island: Rhode Island Department of Labor and Training
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What Employers Need to Know about NYS Disability Benefits Law.
New York requires all employers to provide Mandatory Disability Insurance Benefits to their employees. If you employ only one person for more than 30 days in a calendar year, you need short term disability insurance. These 30 days do not need to be consecutive.
Failing to provide coverage is a misdemeanor and carries a $500 fine or up to one year in jail.
Employers may comply with this mandate to make short term disability (STD) insurance coverage available to their employees in one of two ways:
1. Purchase disability insurance from a state approved insurance company for the benefit of his/her employees or,
2. Establish a “Private”, self-insured disability benefits law plan
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Complying With The Disability Benefits Law
A New York employer who has one or more employees for at least 30 days in any calendar year shall be deemed a “covered employer” and is subject to the Disability Benefits Law. These 30 days of employment need not be consecutive days but must be work days of employment in one calendar year.
A “covered employer” under the law is required to provide for the payment of Disability Benefits to all eligible employees, which includes full-time and part-time employees.
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How Private or Self-Insured Disability Plans Work
1. The employer plan must offer benefits at least equal to the state mandated disability benefits law.
2. The employer can charge the employees the same or less than the state mandated disability benefits law mandated contribution level. Employees cannot be charged more unless there have been improvements in coverage.
3. The employer must agree to cover the balance of the state mandated disability benefits law level of plan costs that are in excess of employee contributions.
4. The employer must agree to provide a guarantee bond, if required by the state.
5. The employer must agree to pay all obligations, including benefits, fines, expenses, and assessments imposed pursuant to the state mandated disability benefits law.
Frequently Asked Questions
Q: Is NYS mandatory disability insurance (DBL) required for all employers?
A: In most cases, yes. Employers with one or more employees working in New York State (including part-time employees) are generally required to carry DBL coverage.
Q: How much can employers deduct from employees for NY DBL coverage?
A: Employers may deduct up to 0.5% of an employee’s weekly wages, capped at $0.60 per week.
Q: What does NY DBL disability insurance cover?
A: DBL provides short-term cash benefits for employees who cannot work due to a non-work-related illness, injury, or pregnancy.
Q: What is the maximum weekly DBL benefit?
A: DBL pays up to $170 per week for up to 26 weeks, depending on eligibility.
Q: Is DBL the same as workers’ compensation?
A: No. Workers’ compensation covers work-related injuries. DBL covers non-work-related illness, injury, or pregnancy.
Q: What happens if an employer doesn’t carry DBL coverage?
A: Employers may face penalties and may be responsible for paying required benefits out of pocket.
