Short-term disability is a cost-effective way to help protect your income when you are unable to work due to injury or illness, including pregnancy.
This new voluntary insurance product is offered by the university and provided by MetLife.
With short-term disability insurance, you can:
- Elect to receive up to 60% of your earnings
- Start receiving benefits after 0 days (accident) or 7 days (sickness)
The short-term disability policy provides coverage for employees only – there is no coverage for spouses or children.
The maximum duration of the benefit is 13 weeks, which provides coverage until the university's long-term disability coverage may apply.
Short-Term Disability (STD) Plan Summary
A quick overview of the Short‑Term Disability plan that explains who’s covered, how the benefits work, and when they can help if you can’t work due to illness, injury, or pregnancy.
How to Enroll
The initial enrollment period has begun and will end on Friday, March 13, 2026.
To enroll during this initial enrollment period, you must email the Benefits Office at benefits@uiowa.edu to have an enrollment event created for you in Employee Self-Service.
- Initial Enrollment Period: March 2 - March 13, 2026
- Coverage Effective Date: April 1, 2026
If you miss the March 13, 2026 deadline date, you must wait until the next annual open enrollment period this fall for a January 1 effective date.
Enroll Now!
To enroll, you must email the Benefits Office before March 13 to request an enrollment event.
Are you a new hire?
If hired on March 1, 2026, or later, you will have the opportunity to enroll as part of your new hire benefits. Coverage is effective on the first of the month following your hire date.
Eligibility
Regular, benefits eligible faculty, staff, and house staff are eligible to enroll.
2026 Monthly Premium Rates
You pay 100% of the cost of short-term disability. Because you pay the premium with after-tax payroll contributions, the benefits you receive are not subject to FICA, federal, or state taxes.
You may elect a monthly benefit in $100 increments from a minimum of $400 per month to a maximum of $5,000 per month, not to exceed 60% of your monthly pre-disability earnings.
Rates are applied per $100 of monthly benefit, based on your age as of 12/31 of the prior year:
| Age Band | 0 - 24 | 25 - 29 | 30 - 34 | 35 - 39 | 40 - 44 | 45 - 49 | 50 - 54 | 55 - 59 | 60 - 64 | 65 + |
|---|---|---|---|---|---|---|---|---|---|---|
| Age Band Rate per $100 Monthly Benefit | $1.060 | $1.110 | $1.140 | $1.030 | $1.110 | $1.350 | $1.680 | $2.060 | $2.440 | $2.930 |
How to Calculate Your Monthly Premium Cost
Your Monthly Premium = Monthly benefit amount multiplied by the Rate for Age Band divided by 100.
Example:
You are 43 years old and wish to elect a $1,000 monthly benefit. The monthly cost for a 43-year-old is $1.110.$1,000 x $1.110 ÷ 100 = $11.10 per month
Real-Life Leave Scenarios
Understanding how leave benefits work together can feel overwhelming when you are managing a health concern or planning time away from work. The examples below show common situations that demonstrate how paid time off, short‑term disability benefits, Family and Medical Leave Act protections, and other leave programs may apply. These examples are meant to help you see how the benefits process works in everyday situations so you can plan your time away from work with confidence.
New Employee
Jen has 3 weeks of paid time off accrued when she gives birth to her child. She is not eligible for FMLA or IPPL (Iowa Paid Parental Leave). Her healthcare provider states she is medically disabled from work for 6 weeks following the birth. She uses her 3 weeks of paid time off and files a short-term disability claim. She receives short-term disability payments for weeks 4-6.
Non-FMLA
Lee has a 50% benefit eligible appointment and has not worked enough hours to be eligible for FMLA. He fell down the stairs at home, broke his ankle and needs surgery. He will be off work for 8 weeks. He has 6 weeks of paid time off accrued. After the use of his 6 weeks of paid time off, he can receive STD payments for the remaining two weeks until he is cleared to return to work.
FMLA
Ned needs a hip replacement, which will require 6 weeks off work following surgery. Ned has 10 weeks of paid time off accrued to use during his recovery period and absence from work. Since he will be receiving 100% of his salary using paid time off, he will not be eligible for short-term disability benefits. Ned did decide to enroll in short-term disability benefits since his paid time off balances will be depleted following his surgery.
FMLA and IPPL
Pat gives birth to twins via cesarean section, is medically disabled for 8 weeks, and requests 12 weeks of leave. Pat has 10 weeks of paid time off accrued and is eligible for FMLA, which means she is also eligible for IPPL (Iowa Paid Parental Leave) providing 4 additional weeks of paid time off.
While STD will not benefit Pat in this situation, because she has enough paid time off to cover her period of medical disability, she enrolled in short-term disability because she knew she would be exhausting her paid time off following her maternity leave. She wanted to ensure she had income protection if she experienced another medical leave before she was able to build up her paid time off accruals.
Cat Leave
Kari is a new employee who will be off work for 2 weeks for a medical condition. She has no paid time off accrued. She enrolled in short-term disability as an employee but also heard about the catastrophic leave program and was wondering if she would be eligible for that program.
Kari read on the website that your illness or injury must result in absence from work for at least 30 workdays to be eligible for catastrophic leave. She submitted a claim for short-term disability benefits instead.
**Use of paid time off can refer to accruals such as sick leave, vacation, compensatory time, etc.
Frequently Asked Questions
How STD Works FAQs
Do I have to use my paid time off before I can receive short-term disability benefits?
The short-term disability benefit does not change how University absence policies are applied.
If you will be absent from work due to illness or injury and have paid time off to cover your absence, you would be expected to use your paid time off, in accordance with university policy. Short-term disability benefits could be used to supplement your earnings if you do not have enough paid time off to cover your full length of absence.
Employees are strongly encouraged to contact the appropriate University leave office to determine how their available paid time off (e.g., FMLA, IPPL, Vacation, and Sick Leave) applies to their situation.
University Campus Employee:
- Faculty and Staff Disability Services (FSDS)
Phone: 319-335-2660
Email: fsds@uiowa.edu
Office: 121-20 University Services Building (USB)
UI Health Care Employee:
- UI Health Care Leave and Disability Administration (LDA) Office
Phone: 319-356-2122
Email: UIHC-LDA@uiowa.edu
Office: C-109 GH
Are there any plan exclusions?
The following are plan exclusions:
A benefit will not be paid for any disability caused or contributed to by:
- War, whether declared or undeclared, or an act of war, insurrection, rebellion, or terrorist act
- Active participation in a riot
- Intentionally self-inflicted injury
- Attempted suicide
- Commission of or attempt to commit a felony
- Any injury or illness for which the employee is eligible to receive benefits under Workers’ Compensation or a similar law
A benefit will not be paid for any disability caused or contributed to by elective treatment or procedures such as:
- Cosmetic surgery or treatment primarily to change appearance
- Reversal of sterilization
- Liposuction
- Visual correction surgery
- In vitro fertilization, embryo transfer procedure, or artificial insemination.
Are there limits on pre-existing conditions?
There are no pre-existing condition limitations.
Is mental illness covered?
Yes.
However, if you do not enroll during the initial enrollment period, you will be required to complete a statement of health, which includes medical questions about mental health conditions.
How do I file a claim?
MetLife offers various ways to submit your claim including online, mail, and phone options. You can track the status of your claim on the MetLife US app. Search “MetLife” in the App Store or Google play to download the app.
How do disability payments work?
Depending on the amount of coverage you choose, payment will be made directly to you. Benefits checks are paid weekly. Your weekly benefit will be determined by multiplying the monthly benefit by 12, then dividing by 52.
Is the 13 week benefit duration per injury/illness or per year?
The 13‑week maximum benefit period is per disability (per injury or illness) — not per year. Each separate disability can pay benefits for up to 13 weeks. If an employee returns to work for 30 days or less and then becomes disabled again due to the same or related condition, it is treated as part of the original disability, and no new benefit period is created.
When does the 13 weeks start?
The STD plan has a maximum benefit period of 13 weeks. This period does not include the elimination (waiting) period. For sickness (including pregnancy), there is a 7‑day elimination period, which begins on the first day the employee is medically disabled. STD benefits begin accruing on the day after the elimination period is completed. The 13‑week maximum benefit period starts when benefits begin, not on the first day of disability.
What Coverage is provided for pregnancy or pregnancy related complications?
Pregnancy and pregnancy‑related complications are considered a sickness under the STD plan. STD benefits are payable only for the period during which an employee is medically disabled and unable to work, as certified by a healthcare provider. This is usually six weeks for a vaginal delivery and eight weeks for a cesarean section.
Enrollment FAQs
When can I enroll?
If hired on March 1, 2026, or later, you will have the opportunity to enroll as part of your new hire benefits. Coverage is effective on the first of the month following your hire date. Employees hired before March 1, 2026, will be offered an initial enrollment period from March 2 to March 13 with coverage effective April 1.
Do I have to enroll now?
No, you do not have to enroll during the initial benefit offering, but it is best to do so as medical exams will not be required and health questions will not be asked. If you wait and enroll during a future open enrollment period, a statement of health will be required.
How do I pay for my short-term disability insurance?
Premiums will paid through payroll deduction.
Can I use my university credits (general or shared savings) to pay for my short-term disability premium?
No, university credits can only be used for benefits that are paid with pre‑tax dollars, such as health, dental, life, and accidental death and dismemberment insurance.
MetLife short-term disability premiums are paid after‑tax. By paying for short-term disability premiums after-tax, when you receive disability payments, taxes will not be withheld.
Can I make changes to my election?
You can only change your election during open enrollment. A new election or a change in coverage of more than $100 will require a statement of health (evidence of insurability) to be completed. Changes will not be allowed mid-year. Open enrollment changes take effect the following January 1.
I'm terminating employment. When does my short-term disability coverage end?
At the end of the month in which you terminate employment.