Executive and High Income Disability Insurance
Executives, physicians, attorneys, business owners, and other high income professionals face a particular exposure: their income is large, their occupation is specific, and employer sponsored coverage often falls short of replacing it.
Where Employer Coverage Falls Short
Employer sponsored disability plans are a valuable starting point, but they have limits. They typically cap the benefit amount, which can leave high earners with a large percentage of income uninsured. They may define disability narrowly, often as any occupation rather than your own. And if the employer pays the premium, benefits may be taxable, reducing the net replacement further.
Group coverage also ends when employment ends, which is a problem for executives whose compensation and role can change unexpectedly.
Supplemental Coverage
Supplemental individual coverage can top up the group benefit to a higher percentage of income, layer an own occupation definition on top of a narrower group definition, and provide portable protection that stays with you regardless of employment.
For high income professionals, the combination of group and individual coverage often produces a more complete safety net than either alone.
Occupation Specifics
A physician, attorney, or executive whose work depends on specialized skills has a different disability exposure than someone in a general role. If a surgeon develops a hand condition, an own occupation definition may consider them disabled even if they could teach or consult, where an any occupation definition might not. The occupation definition matters more for specialized professionals.
High Income Considerations
High earners may also face benefit caps that limit individual policies below their full income, which is where layered coverage, supplemental policies, and careful benefit structuring come in. The goal is to close the gap between what you earn and what a standard policy will replace.
Our Approach
We review your existing group coverage first, including its benefit cap, definition, and tax treatment, then design supplemental coverage to close the gaps that remain. The result is protection that reflects your actual income and occupation, not a one size fits all group plan.