Disability Social Insurance Supplement (SIS)

A Social Insurance Supplement (SIS) is a type of disability insurance rider that is designed to work in conjunction with social insurance programs, such as Social Security. The SIS is intended to provide additional income to an insured individual if their disability benefits under the social insurance program are not sufficient to cover their living expenses.  

Here are some key features of a Social Insurance Supplement (SIS) rider:

  • Purpose: To supplement social insurance benefits when they are not sufficient to cover an individual's living expenses due to a disability.
  • Benefit Amount: The benefit amount is determined by the difference between the social insurance benefits received and the insured individual's pre-disability earnings. The SIS rider pays out the difference up to the benefit amount chosen by the insured.
  • Coordination of Benefits: The SIS rider is coordinated with social insurance benefits to ensure that the combined benefit amount does not exceed the insured individual's pre-disability earnings.
  • Premiums: Premiums for an SIS rider are typically higher than for a standard disability insurance policy since it provides additional benefits.  
  • Qualifications: The eligibility criteria for an SIS rider vary by insurer, but generally, the insured individual must be receiving social insurance benefits and have a certain level of pre-disability earnings.

Here's an example of how an SIS rider works:  

Suppose an individual earns $50,000 per year and has a disability insurance policy with an SIS rider that pays a benefit of 60% of their pre-disability earnings, or $30,000 per year. If the individual becomes disabled and begins receiving social security disability benefits of $20,000 per year, the SIS rider would pay the remaining $10,000 per year to bring their total disability benefit to $30,000 per year. If the individual's social security benefits increase in the future, the SIS rider would adjust the benefit accordingly, up to the maximum benefit amount chosen by the insured.

Next Up

According to Mployer Insights’ 2026 analysis of 76,000+ employer benefit plans, disability insurance remains a major market differentiator, with only 41% of U.S. employers offering short-term disability (STD) and 38% offering long-term disability (LTD). While 60% salary replacement serves as the national standard across both benefit types, standard plan designs disproportionately expose higher earners due to median benefit caps of $1,602/week for STD and $8,273/month for LTD. Furthermore, alignment between STD benefit durations (median 26 weeks) and LTD elimination periods (68% at 90 days) remains a critical area for plan structure optimization.
Welcome to our latest release. We are excited for you to try the new features.
According to Mployer Insights’ 2026 analysis of 50,000+ employer health plans, prescription drugs account for over 25% of total benefit expenses, with Tier 4 specialty drugs driving the majority of high-cost claims. While Tier 4 copays average $123 with coinsurance requirements in 31% of plans, individual oncology therapies like Darzalex Faspro ($170,800/yr) and Keytruda ($158,200/yr) frequently exceed average individual stop-loss deductibles ($141,938). To mitigate exposure, self-funded employers are increasingly turning to independent, transparent PBM models and biosimilar substitution—which yields up to a 73% net cost reduction per patient.