Your employees deserve it.

Offer Life Insurance

Your employees can get life insurance coverage with the convenience of payroll deduction.** 

Cover Disability

We also offer short- and long-term disability to protect against the risk of injury.

Talk to Our Experts

With a network of 12,000 agents, a local agent can meet to discuss your financial needs. 

A personalized approach to employee benefits.

At New York Life, you get more than just benefits. You get the client support, financial strength, and track record of one of the world’s leading insurers. 

We are a company built on personal relationships. Our agents live and work where you are, in all 50 states, and will gladly connect with your employees, one-on-one, to help them understand their options in the context of their broader financial needs. 

Another feature that sets us apart is that we are a mutual company—which means that we operate with their best interests in mind.* This aligns our interests with those of our policy owners and allows us to invest your money more for the long term. Our commitment to our policy owners is reflected in our best-in-class financial ratings, which are currently the highest awarded to any life insurer,*** and history of providing solid results through even the most difficult economic times.


Our product offering starts with life insurance, which we offer to your employees in a range of options:

  • Basic and Supplemental Group Term life insurance: Insurance that provides basic life protection for a set period of time, such as ten or twenty years.
  • Voluntary Whole life insurance: Insurance that provides permanent coverage for as long as you live, provided premiums are paid.
  • Basic and Supplemental Group Accidental Death and Dismemberment (AD&D) insurance: Insurance that covers death or dismemberment due to an accident, providing an extra layer of protection for employees and their loved ones.

In addition to life insurance, we also provide a range of disability options:

  • Basic and Supplemental Group Short-term disability: This type of plan provides short-term income replacement when your employees are unable to work because of illness or injury.
  • Basic and Supplemental Group Long-term disability: This is for longer-term protection and income replacement when an employee may be not be able to return to work for an extended period.

Connect with a financial professional

Customize a strategy that works best for you.

*New York Life Insurance Company is a mutual insurance company, which means it is not publicly traded and has no shareholders. Instead, its policyowners are the ones who share in ownership rights of the company. With a mutual company, clients who purchase participating products are entitled to vote in the board of directors elections are eligible to share in annual dividends that are declared. The company's priority is to safeguard their interests.
**This program is not intended to be subject to the Employee Retirement Income Security Act of 1974 (ERISA). The employer does not contribute to or endorse the program. Employee participation is completely voluntary.
***Individual independent rating agency commentary as of 8/9/16: A.M. Best (A++), Fitch (AAA), Moody’s Investors Service (Aaa), Standard & Poor’s (AA+).
**** Dividends are not guaranteed.
You should be aware that depending on the specific facts and circumstances of the arrangement, Group Long Term Disability/Group Short Term Disability/Group Term Life and AD&D may be subject to the Employee Retirement Income Security Act of 1974, as amended (“ERISA”).
For all plans and arrangements subject to ERISA, the U.S. Department of Labor imposes certain requirements on the sponsor of the plan or arrangement.
Clients should consult with their tax and legal advisors regarding the applicability of ERISA to any arrangement addressed in this material. New York Life, its subsidiaries, agents, and employees do not provide legal, tax or ERISA advice.
The federal, state and local taxation of benefits paid under this policy will depend on a variety of factors, including whether and to what extent the employee pays for this coverage and the extent to which such coverage is paid for on a pre-tax or after-tax basis. Various requirements apply to coverage offered under “cafeteria plans” subject to Internal Revenue Code Section 125, including minimum eligibility and participation requirements. In all cases, clients should carefully determine with their tax advisor the tax consequences of acquiring this policy, including the deductibility of premiums paid under this policy, the taxability of policy benefits and whether all applicable tax law requirements have been satisfied in each particular circumstance.