Both employee and employer may submit electronic versions of the accident claim form (opens in DocuSign). In addition, the doctor must complete the attending physician’s statement (PDF).

Or, blank copies of the form may be downloaded and filled out. Once complete, submit them via email to SBDClaims@principal.com or fax to 800-255-6609.

We require both the individual and employer to complete the critical illness claim form (opens in DocuSign). At the top left corner, select your role, then fill out the required information in your section. You may either fill out the information and submit it electronically, or download and print out the forms to fill them out. In addition, a doctor must complete the part of the form labeled “attending physician’s statement.”

New York customers must also complete and submit the specified disease claim form (opens in DocuSign).

If an employee wishes to download and submit the forms, they may do so via email to SBDClaims@principal.com or fax to 800-255-6609.

^*Specified disease in New York

A hospital indemnity claim may be submitted electronically or via email or fax.

To submit electronically: The employee logs into their Principal.com account, then navigates to the online claim form.

To submit via email or fax: The employee may download a blank PDF of the hospital indemnity claim form (PDF). Once completed, submit via email to SBDClaims@principal.com or via fax to 800-255-6609.

Wellness/health screening claims are filed under a critical illness, accident, or hospital indemnity policy. An employee may file a claim electronically or via email or fax.

To file a claim electronically, the employee signs in to their principal.com account, then navigates to the online claim form to complete and submit the screening claim.

To file a claim via email or fax, the employee may download the wellness/health screening claim form (PDF). Once completed, they may email to SBDClaims@principal.com or fax to 800-255-6609.

Yes, the claim must be submitted within 12 months of the date the test was completed.

It depends how the premiums were paid.

• For premiums paid with pre-tax dollars, the benefit is taxable. However, we don’t withhold taxes from the actual benefit payment.
• For premiums paid with post-tax dollars, the benefit is non-taxable.
• For premiums paid with a mix, only the portion paid with pre-tax dollars is taxable.

No. These policies don’t coordinate or offset with anything including medical insurance, workers’ compensation, disability benefits, other policies, etc.

Benefits are paid lump sum by check or direct deposit.

Yes. There is no coordination of benefits, so a member can receive multiple wellness/health screening benefits. Because the wellness/health screening form is the same for all policies, the employee only needs to submit the form once.

Most providers submit claims to us on the employee’s behalf, which ensures the best and most accurate submission of the claim. Dental claims can only be considered if received within 12 months of the date of service. Orthodontic claims will only be considered if received within 36 months of service.

If employees need to submit their own claim, no claim form is needed. The employee provides Principal^®:

• A provider’s itemized statement, including:
  • ADA codes and billed amounts for services performed
  • Providers name, tax identification number (TIN) and address
  • Date(s) of service
• Copy of the front and back of the ID card

Information may be mailed or emailed to:

• Principal Life Insurance CompanyPO Box 10357 Des Moines, IA 50306–0357
• CSDClaims@exchange.principal.com

If additional information is needed, Principal will contact the employee.

Once the claim is processed, the explanation of benefits (EOB) is viewable at by logging in at principal.com or on the Principal mobile app. Remember:

• The EOB is not a bill.
• The EOB will show the amount due from the employee, including any adjustments, coinsurance and deductible, if applicable.

Show concern and compassion while respecting the employee’s privacy. Avoid asking about specific private health matters. Feel free to ask when they’re coming back to work and if there are any schedule accommodations or special equipment needed for their return.

Keep communication lines open with employees while they’re out. This helps them feel that they will be welcomed back after recovery. If possible, be open to temporary or flexible work arrangements while employees are recovering. A gradual or part-time return to work allows employees to come back to their job more quickly while easing back into their normal duties. The Principal work incentive benefit helps this work for everyone. You may also discuss appropriate actions with a Principal claim analyst.

The employer, employee, and doctor must all complete respective information to start a short-term or long-term disability claim for sickness, injury, pregnancy, or a mental health condition. Claims may be filed electronically or via paper.

• To file a disability insurance claim electronically, both the employer and employee should sign in to their accounts at Principal.com, then complete and submit the online claim form. If you complete the employer section of the form before the employee, you’ll receive an email confirmation with a link you may forward. The doctor may also submit the online claim form, or the employee can provide them the attending physician’s statement (PDF) to complete. All sections, including the doctor’s, must be completed before a review can begin.
• To file a disability insurance claim via paper form, click the link below to print a blank claim form. Submit completed forms via email to SBDClaims@principal.com or via fax to 800-255-6609.
  • Disability claim form (PDF)
  • Pregnancy disability claim form (PDF)

If your employee also purchased individual disability insurance through a financial professional, that process is handled differently. Refer to the individual disability insurance instructions (PDF).

Filing a claim early has its advantages. It helps Principal to:

• Proactively obtain additional information that may be needed to make the initial claim decision
• Make timely decisions

For short-term disability claims, the answer is as soon as possible, but no more than 30 days prior to the date of disability. The employee should begin the filing process when they’re aware they’ll be off work longer than the time before benefits kick in, known as the elimination period.

For long-term disability claims only, the claim be filed no later than halfway through the long-term disability elimination period.

No. The Principal integrated claim process includes a single notification of claim, 1 claim form, transition from short-term to long-term upon receipt of forms returned from the employee, early intervention, and case management. For groups with life coverage through Principal, employees receive communication about what is needed to review for the waiver of life insurance premium benefit.

Principal can begin a review when you submit the employer portion of the claim form. If the employee has a power of attorney (POA), or a family member who is helping with their care/finances, etc., that person can sign the employee section of the claim form on the employee’s behalf. That person may also contact the doctor to complete the appropriate section. Principal will reach out to the POA or family member for assistance with any additional information needed.

Log in to your account and view “Reports.” There you’ll find claim status and analyst name and contact information. If a disability claim is approved, the payment information can be found under “Resources/Tax Reports.” Please note: Claims may not appear in the reports until two or three days after submission.

Occasionally, yes. If the employee completes the online claim form or the telephonic claim form, Principal will reach out if further details such as medical documentation is needed. Details may include:

• Past Form W-2s, if your company benefits are based on Form W-2 earnings for the prior calendar years. For those employed less than the specified policy calendar years, we’ll need gross earnings from date of hire through the last day worked.
• Business owner details: Please specify if you are a business owner.
• Enrollment form for contributory coverage and self-accounting groups. This helps verify that an employee enrolled for coverage on a timely basis. It also shows what coverages are elected.

For short-term disability, the goal is 10 business days after the claim is received. Requests for additional information can affect timing, which is why quick responses helps keep the claim process moving.

Long-term disability decisions are made 45 days from the receipt of the claim or by the completion of the elimination period, whichever is later.  Requests for additional information may affect timing.

A claim is potentially payable if it begins after the effective date of coverage. However, if the employee has had coverage for 3 months or less at the time of disability or death, Principal request additional documentation showing the employee was actively working at the time they were eligible for coverage. Additional documentation could include, but is not limited to:

• Redacted emails
• Purchase orders
• Driving logs
• Signed and dated work documents
• Other documents may vary dependent on an employee’s job/occupation

For insured business, eligibility for benefits is based on the date of disability. If the employee’s coverage was active on the date of disability, subsequent employment status or group coverage ending doesn’t affect ongoing benefits, or eligibility for long-term disability if termed while on short-term disability. For self-funded coverage, reference the specific termination language in the policy.

If the definition of disability in the short-term disability or long-term disability policy allows for part-time benefits, then benefits can be paid to employees who return to work on a part-time basis. To calculate the benefit, Principal needs the part-time earnings for short-term disability (weekly) and long-term disability (monthly). A financial team earnings analyst from Principal will request this information and, once received, issue any disability benefits payable.

There’s no age limit for short-term disability benefits. The employee may still be eligible for 12-26 months of long-term disability benefits, depending on their age. Find more details in the Summary and Benefit Payment Period section. In addition, long-term disability benefits may also be reduced by SSNRA benefits.

No. To be eligible for benefits, an employee must meet all qualifications as defined by the policy. Medical information submitted must support the definition of disability and isn’t based simply on a physician’s opinion. Each claim is reviewed to determine if it meets the contractual requirements for benefit payment.

Two monthly payment options are available for most short-term and long-term disability insurance policies.

1. A check, mailed a check to an employee’s home address.
2. An electronic funds transfer (EFT) to a bank account the employee designates.

Short-term disability payments are issued on a weekly basis, at the end of the payment period. Payments are issued on the same day of the week as when the elimination period was met. For example, if the elimination period is met on Wednesday, payments are issued every Wednesday. For routine maternity claims, benefits will be paid in a lump sum payout for the approved duration period.

Long-term disability benefits will be issued on a monthly basis, on the same day as the benefit start date, similar to short-term disability.

Please note both short-term and long-term disability benefits are issued after the benefit payment period has been met. This means the benefits are issued after the week or month has ended.

It depends on whether the “salary continuance offset” is included in the “other income source” definition of the policy or not.

• If the policy includes salary continuance offset: The disability benefit is directly reduced by any salary continuance, sick pay, or PTO paid. This doesn’t allow the employer to supplement income with these types of pay.
• If the policy does not include salary continuance offset: The employer can supplement a claimant’s income with salary continuance, sick pay or PTO. However, the weekly/monthly payment limit will prevent them from receiving more than 100% of pre-disability earnings.

For insured businesses, Principal does not withhold state or federal taxes. However, these can be withheld at the claimant’s request. FICA tax is withheld for 6 months from the date last worked.

For an ASO (self-funded) business in applicable states, federal, state and FICA taxes are automatically withheld. State income tax is withheld if allowed by the claimant’s state of residence.

Log in to your account and view the “Resources Tax Services” section. You’ll find information on which tax services were elected and what your responsibilities are. If you need additional assistance, contact the Principal accounting department at 866-309-1625.

For short-term disability, premiums are not waived. Premiums should be continued while a person is receiving short-term disability unless their employment is terminated or long-term disability is approved.

For long-term disability, premiums are waived when the claim is approved, which is based on the date long-term disability benefits begin.

If you have questions about premiums, please contact customer service at 800-843-1371.

When an employee stops working for any reason, it’s important to review the Individual Termination and Continuation sections of your Principal short-term disability, long-term disability, or life insurance policy. This will let you know how long premiums can be continued for the employee’s benefits. For life coverage, when appropriate, determine if you’re responsible for offering the employee the right to convert their group policy into an individual policy.

To avoid overpayment, notify Principal as soon as possible once an employee returns to work. You may contact the claim analyst or call 800-245-1522. Please have the date the employee returned to work, whether it was full-time or part-time, and accommodations, if applicable.

Typical recovery time from the date of a natural delivery is 6 weeks and 8 weeks for a C-section. Payment begins after the applicable elimination period and pays through the remainder of the approved timeframe. Pregnancy claims are paid in a lump sum after delivery. For example, for plans with an 8-day elimination period, the total payment would be for either 5 or 7 weeks after the elimination period.

Review the details in this document, understanding your pregnancy leave (PDF).

Short-term disability benefits are for the member’s own medical condition, so they do not cover time off for paternity, surrogacy, or adoption leave.

If a person is donating an organ to a transplant patient, this isn’t considered an elective procedure.

Principal will review the medical information and reach out to the physician to determine if it’s medically necessary or elective. In most cases, it’s considered medically necessary.

Principal does not consider this elective after cancer treatment.

Principal will review the medical information and reach out to the physician to determine if its medically necessary or elective. If the physician indicates that it’s medically necessary and/or it’s covered by your insurance, then it’s not considered elective.

When you hear “accommodations,” you may think of permanent job changes, but that’s not necessarily the case. An accommodation can mean several things and isn’t always permanent. They include:

• A reduced work schedule: Allows an employee to return to work part-time, gradually increasing to full-time over a period of time.
• Flexible work schedules: Allows an employee to come in earlier or later, or to take longer breaks. This can give an employee time for medical or therapy appointments, or simply a resting period.
• Equipment/worksite modifications: May include items such as scooters, walkers, or wheelchairs to assist with walking. Or desks, chairs, keyboards, or foot stools to help with sitting restrictions. In addition, adaptive computer software phone headsets, or an increase in email or texting processes, may help an employee with a variety of restrictions.
• Remote work site: Allows an employee to work from home or an office closer to home, reducing lengthy commutes that may cause stress on their recovery.
• Job duty changes: Adapts specific tasks such as separating heavier items to be lifted into smaller, more manageable weights. Or perhaps job duties an employee can’t handle could be temporarily assigned to another employee.

This full-service program encourages employees to get back on their feet and back to work by focusing on appropriate treatment and rehabilitation. Principal reviews each case early to identify options and assist in developing return-to-work programs. Some resources used to promote high-quality, cost-effective results include:

• Job analysis and modification for a clear understanding of the job and possible modifications so an employee can return to work.
• Skills assessment, using vocational resources evaluate the activities the employee is able to proficiently perform. This helps determine if it’s possible to transfer them to another job or occupation. It also identifies barriers they may need to overcome and help them find resources in your area.
• Job placement/outplacement services, a career transition coach to assist an employee in returning to work if they aren’t able to return to work in the same capacity. Services provided include resume writing, interview skills, application assistance, and more.

Principal works with a vendor to help file for SSDI. If a claim is approved and the claimant is identified as perhaps meeting the eligibility requirements for SSDI, they will be referred to the vendor immediately. The vendor works directly with the claimant to help with the SSDI claim filing, explain the benefit of Social Security, and the process, including Medicare coverage, cost of living increases, and other benefits. Even if the claimant receive a Social Security denial, the vendor will continue to work on the appeal process with them. Note: Long-term disability benefits may be reduced by SSDI benefits.

When an employee leaves your organization, you or your financial representative needs to notify Principal^® of reason and the termination. To do this, log in to your employer account. Navigate to “Member information” and terminate the employee.

Usually, when employees leave an organization, their benefits cease. But with group insurance from Principal, your former employees may be able to continue their coverage. Continuation options may be available for group life, critical illness, accident, hospital indemnity, long-term disability, dental, and/or vision insurance.

Employees have a limited amount of time to enroll in coverage. That’s why it’s important you let eligible employees know about options for enrolling in insurance as soon as their group coverage ends.

Check your policy to see if former employees can continue their insurance using one of three options:

• Portability extends current coverage to another policy, without answering medical questions.
• Conversion changes current coverage to an individual policy, without answering medical questions.
• Consolidated Omnibus Budget Reconciliation Act (COBRA) continues current group coverage.

• Continuation type: Conversion
• Timing: The employee has 31 days to enroll in coverage after group insurance ends.
• Who’s eligible: Employee, spouse, and children. Spouse and children can convert coverage even if the employee doesn’t.
• Continuation type: Portability
• Timing: The employee has 60 days (31 days in New York) to enroll in coverage after group insurance ends
• Who’s eligible: Employee, spouse, and children. Spouse and children can port coverage only if the employee does.

• Continuation type: Portability
• Timing: The employee has 60 days to enroll in coverage after group insurance ends.
• Who’s eligible: Employee, spouse, and children. Spouse and children can port coverage only if the employee does.

• Continuation type: Conversion
• Timing: The employee has 31 days to enroll in coverage after group insurance ends.
• Who’s eligible: Employee

• Continuation type: COBRA
• Timing: The employee has 60 days to enroll in coverage after group insurance ends.
• Who’s eligible: Employee, spouse, and children

Employers should provide eligible employees with the documents needed to continue their benefits as soon as possible after their group coverage ends. It’s also important employees understand the exact date their coverage ends so they can plan accordingly. Find the employee portability and conversion documents you need to get started.

Claims may be submitted either electronically or by paper, by either the employer or the beneficiary. Or, the process may be initiated with a phone call.

• To file an electronic claim, sign in to your employer Principal.com account. Complete and submit the employer online life insurance claim form. Or, the beneficiary may submit the employee/beneficiary online life insurance claim form and upload the death certificate.
• To file a claim with a paper form, click the link below to print a blank form, then submit via email to SBDClaims@principal.com or fax to 800-255-6609.
  • Group life claim form (PDF)
  • Accelerated benefit claim information (opens in DocuSign)
  • Accidental dismemberment/personal loss claim (opens in DocuSign)
• To initiate the claim and report a death via phone call, the employer or family member may contact Principal at 800-245-1522.

No, but the sooner you submit the claim, the easier it is to obtain the information needed to process it. Over time, it can become more difficult to get needed documentation and proof-of-loss information. It’s up to the beneficiary to provide the required information to substantiate coverage and loss.

Claims are generally processed within 5 working days once all information is received. If more information is needed, the process may take longer.

Group life benefits are issued in a lump-sum check.

Every situation is different. Beneficiaries should contact their tax advisor for information.

If there’s no named beneficiary, or the beneficiary is deceased, the policy provides guidance on whom the proceeds should be paid to.

Yes. The beneficiary must get a funeral home assignment form from the funeral home. This form should designate Principal Life Insurance Company^® as the insurance company, specify a dollar amount for the assignment, and list the policy number and funeral home tax ID number. The beneficiary must also sign the form.

Court documents of appointment must be received before proceeds can be issued to an estate. These documents are referred to as the letters of administration (issued when there isn’t a will) or the letters of testamentary (issued when there was a valid will at the time of death). This documentation needs to name the personal representative of the estate, often referred to as the executor, administrator, executrix, etc. The personal representative would be the person to complete a claim form.

Verification that the trust is in force and the trustee hasn’t changed will be completed by Principal before proceeds can be issued to a designated trust or trustee. Principal requires a copy of the trust, which names the trustee. In some instances, in lieu of receiving the trust document, the trustee can complete the Principal Trustee Certification and Release Form. After receiving this documentation, proceeds will be paid to the designated trustee. The trustee would be the person to complete a claim form.

By law, proceeds may not be paid to minor beneficiaries because they aren’t capable of providing a valid release for the receipt of any benefits paid to them. Proceeds may be paid to:

• The legal guardian or conservator of the estate of the minor whenever possible. Principal requires a copy of the court order appointing guardianship, along with the claim form, before making payment of proceeds.
• A custodian, in general selected by Principal Life and named through the Uniform Transfers to Minor Act (UTMA). Many states have specific criteria which must be met to use this option. The custodian selects a bank, and proceeds are paid to the custodian and minor beneficiary and forwarded directly to the bank account.
• Internal solutions at Principal to place funds for the minors until they are age of majority and can legally claim these, if neither of the above options are viable.

The life waiver of premium benefit waives the premium payments for life Insurance coverages if the employee is totally disabled and unable to work in any capacity. Premiums would be waived after the employee has met the elimination period outlined in the life policy.

No. The employer must elect this provision as part of the employer-sponsored benefit program. This is noted in the policy in the “life coverage during disability” section.

When there is group life insurance from Principal and the disability claim is reviewed, the employee is notified how to file for a life premium waiver benefit. If there isn’t disability coverage, the employee and employer may initiate the life premium waiver only claim electronically or via paper form.

To file electronically, both employer and employee must sign in to their Principal account and submit the online disability claim form. Written proof of total disability is required within one year of the date total disability begins.

To file a paper claim, print a blank copy of the disability and life waiver claim form (PDF). Once complete, email to SBDClaims@principal.com or fax to 800-255-6609.

Principal offers grief support and financial planning support at no additional cost. That includes:

• Empathy beneficiary support: Call 720-408-7491 or create an Empathy account.
• Will and legal resources: Call 800-546-3718. Or, access online resources. For spouses, Principal offers will preparation services up to three months after death.

For electronic claims, the employer and employee should sign in to their accounts at Principal.com, then complete and submit the online claim form. Once you submit your section of the claim form, you’ll receive an email confirmation with a link to forward to your employee, if they haven’t submitted it already. The doctor can submit the online claim form or the employee can provide them the Health Care Provider Medical Certification for Serious Health Condition (PDF) to complete. All sections, including the doctor’s, must be complete before we can begin our review.

If you wish to file a paper claim, open the Paid Family Medical Leave (PDF) to print a blank claim form. Then, submit via email to SBDClaims@principal.com or fax to 800-255-6609.

Log in to your employer account and navigate to “Reports” for your list of claims and status. Note: Claims may take two to three days after submission to appear in the reports.

If the employee satisfies the earnings requirement for their state and are still employed when leave starts, they’ll likely be eligible for benefits. Certain states have former employee provisions that may allow a terminated employee to file a claim.

This could vary by state but typically the carrier in place at the time of the loss will own the claim through the already approved period. If the claim is extended or interrupted by a return to work or change in leave, a reevaluation will be needed.

Pregnancy claims are paid based on the date reported as the first date medically unable to work. The typical duration of approval is 6 weeks. If bonding starts immediately following the end of the maternity leave, a new waiting period will not be applied for MA claimants.

Typically, the only additional documentation needed for a bonding claim is a birth certificate showing the claimant’s relationship to the child or a hospital birth record with the claiming parents name listed.

Payments are issued on a weekly basis. Payments will be combined for retro periods.

For paid medical claims, benefits will be taxed based on the percentage of premiums the employer or employee pays pre-tax.

Log in to your employer account and navigate to “Resources Tax Services.” You’ll be able to see which tax services you elected and your responsibilities. If you need additional assistance, contact the Principal accounting department at 866-309-1625.

In-network: Employees visiting a Managed Care Vision (VSP^® Vision Care) provider don’t need to submit a vision claim. The VSP provider submits claims on the employee’s behalf. 

Non-network employees visiting a non-network vision provider who doesn’t submit claims on their behalf can submit a claim online or download and mail the VSP member reimbursement form (PDF). For more information, view VSP claims and reimbursement FAQs. Employees needing assistance may call 800-877-7195.

Employees with Managed Care Vision (VSP^® Vision Care) may visit VSP.com. First, they must create an account using the member ID found on their ID card. Note: Social Security numbers should not be used.

Managed Care Vision (VSP^® Vision Care) customers should visit a VSP provider to maximize savings. To find a VSP provider, visit VSP.com. Click “Find a Doctor” and search by location, doctor, or office name.

Employees with vision insurance through VSP receive reduced prices and discounts on:

• Eye exams
• Lenses
• Frames
• Contact lenses
• Laser vision correction, and more

For more information about vision discounts, employees may visit VSP.com.