Temporary Disability Insurance (TDI)
Hawaii
Hawaii Disability Compensation Division
Effective: 1969
Last updated: 08/08/2025
State website: labor.hawaii.gov/
Hawaii Temporary Disability Insurance (HI TDI) Plan Details
Summary:
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Private plan: (insured or self-insured). |
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Mandatory coverage: For all public and private employers in Hawaii, including state and political subdivisions. |
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Waiting period: 7 consecutive calendar days. |
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Benefit duration: 26 weeks during a benefit year. |
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Maximum benefit: $837.00/week. |
| Coverage details |
Symetra offers an insured HI TDI plan, but not on an ASO basis, for employers who have group life or disability coverage with Symetra. The HI TDI is administered by John Mullen & Co., Inc. due to Hawaii’s requirement that claims be handled in-state. |
| Covered employers |
All employers with one or more eligible employees. Including public (state and political subdivisions) and private employers unless specifically excluded under statute. |
| Covered individuals |
Employees must:
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| Contribution amount |
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| Waiting period |
7 consecutive days for accident and sickness. |
| Benefit calculation |
58% of average weekly wages. |
| Maximum weekly benefit amount |
$837 per week. |
| Minimum weekly benefit amount |
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| Other income amount offsets |
Benefits are reduced by any disability amounts paid under the laws of another state. |
| Maximum duration |
26 weeks during a benefit year. |
Frequently Asked Questions
Is coverage continued after termination of employment?
Yes. An employee continues to be covered under the employer’s plan for not more than two weeks.
What are the qualifying leave reasons?
An employee’s injury or illness that is not work related or caused by their job.
What is the taxable wage base?
The taxable wage base is $ 1,441.72.
For more information, see the 2025 Maximum Weekly Wage Base and Maximum Weekly Benefit Amount (PDF).
How do we determine the benefit year?
The benefit year is defined as the one-year period beginning with the first day of the first week the employee first files a claim.
A subsequent benefit year is the one-year period following a preceding benefit year, beginning
- The first day of the first week of disability when the employee files a subsequent claim for benefits; or
- The first workday following the expiration of the preceding benefit year if a disability for which benefits are payable during the last week of the preceding benefit year continues and the employee is eligible for further benefit payments.
Does a relapse period apply to recurrent leaves?
Same or related cause or condition separated by not more than two weeks will be considered one continuous disability period.
Is reimbursement to the employer allowed for advance payments of benefits?
No. Hawaii law does not levy on HI TDI benefits. Benefits will only be issued to the employee.
Can leave be taken on an intermittent leave basis?
No. Leave is only continuous.
How are benefits prorated?
The benefit is prorated based on how much leave is taken (based on the employee’s actual schedule and time off).
Is HI TDI leave job protected?
No. However, job protection may be provided through the federal FMLA or Hawaii leave laws.
How does accrued paid leave apply to use of HI TDI?
Accrued paid leave is defined as leave earned by or otherwise provided to an employee pursuant to a benefit plan or policy offered by an employer including, but not limited to, sick leave, annual leave, vacation leave, personal leave, compensatory leave, or paid time off.
HI TDI is not reduced by payments of accrued paid leave.
Important Information:
Employer Private Plan Reporting Requirements
HI TDI does not require any special reporting for private plans.
Symetra Life Insurance Company, 777 108th Avenue NE, Suite 1200, Bellevue, WA 98004.
First Symetra National Life Insurance Company of New York, New York, NY. Mailing address: P.O. Box 34690, Seattle, WA 98124.
Symetra Life Insurance Company is a direct subsidiary of Symetra Financial Corporation. First Symetra National Life Insurance Company of New York is a direct subsidiary of Symetra Life Insurance Company and is an indirect subsidiary of Symetra Financial Corporation (collectively, “Symetra”). Neither Symetra Financial Corporation nor Symetra Life Insurance Company solicits business in the state of New York and they are not authorized to do so. Each company is responsible for its own financial obligations.
Symetra® is a registered service mark of Symetra Life Insurance Company.
Symetra assumes no responsibility for the accuracy or timeliness of any information provided herein. The information contained herein is for informational purposes only and is not legal advice or a substitute for legal counsel. We recommend employers speak with legal counsel specializing in labor and employment law to ensure compliance with applicable PFML and PFL mandates.
The information on this page was updated as of August 2025.