Assurant

By Frank N. Darras > Founding Partner, DarrasLaw | Nationally Recognized Disability Advocate > Last Updated: September 2026

With more than 30 years of experience and nearly $1 billion recovered for disabled policyholders, Frank Darras leads one of the nation’s foremost disability litigation firms in disputes involving major disability insurance companies. DarrasLaw represents people whose individual and employer-sponsored disability benefits have been delayed, denied, reduced, or terminated.

Did You Receive A Disability Claim Denial Letter From Assurant?

If your disability policy or claim documents carry the Assurant name, it is especially important to determine exactly which company issued the policy and which company currently administers your benefits. Assurant sold its U.S. Employee Benefits business to Sun Life in 2016, and many former Assurant Employee Benefits policies have since been administered through Sun Life. Older policy documents may also identify Union Security Insurance Company or Union Security Life Insurance Company of New York.

That history can make an Assurant disability claim confusing. The name printed on an older policy may not be the same name appearing on current claim correspondence. Before filing a claim, responding to a request for information, or appealing a denial, carefully identify the policy issuer, claims administrator, applicable deadlines, and governing law.

If your Assurant-related disability benefits have been denied or terminated, the disability insurance attorneys at DarrasLaw can review your policy, denial letter, medical evidence, occupational information, and claim file to help determine your options.

Common Complaints About Assurant Disability Claims

One consumer complaint is illustrative of the types of problems Assurant disability policyholders face: A man with back problems required surgery and went on short-term disability. Although he was supposed to receive 60 percent of his pay every two weeks, the checks never arrived on time.

If you are experiencing the same problems with your Assurant disability insurance policy, contact our law office today for immediate assistance.

Other consumers report being asked for multiple forms one at a time, so that processing of their claims was delayed. Another policyholder reported that he was treated like a debtor, not a client, when he sought to use his short-term disability benefits after back surgery left him temporarily unable to work. These are typical of the many complaints that appear on Internet sites about Assurant and its insurance claims-handling practices.

If your benefits for short- or long-term disability were delayed or denied by Assurant or another insurance company, it’s important to seek assistance from a top-rated national disability attorney who understands what you’re going through. At DarrasLaw, we know that you would prefer to be working, but cannot because of illness or injury. We also understand that you have bills and expenses that continue while you are out of work. We know that you need the benefits you were promised.

What Happened to Assurant Employee Benefits?

Assurant previously offered employer-sponsored insurance products that included short-term disability, long-term disability, life, dental, and other employee benefits. In March 2016, Assurant completed the sale of its U.S. Employee Benefits business to Sun Life.

As a result, someone searching today for help with an “Assurant disability claim” may actually have a legacy policy that is now administered through Sun Life. Depending on the policy and when it was issued, documents may reference:

• Assurant Employee Benefits;
• Union Security Insurance Company;
• Union Security Life Insurance Company of New York;
• Sun Life Assurance Company of Canada; or
• Sun Life and Health Insurance Company (U.S.).

This distinction is more than a branding issue. You need to know who issued the policy, who is administering the claim, where an appeal must be submitted, and which deadlines and legal rules apply.

What Does an Assurant Disability Insurance Policy Cover?

Disability insurance generally replaces a percentage of income when an illness or injury prevents a claimant from working as required by the terms of the policy. However, having a serious diagnosis does not automatically establish disability under an insurance contract.

A legacy Assurant disability policy may require a claimant to prove that they:

• Meet the policy’s definition of total or partial disability;
• Cannot perform some or all of the material duties of their occupation;
• Are receiving appropriate care from qualified medical providers;
• Have satisfied the applicable elimination or waiting period;
• Have experienced a qualifying loss of earnings, if required;
• Provide continuing proof of disability; and
• Comply with reasonable requests for medical, occupational, financial, or functional information.

The actual policy language controls. Definitions, exclusions, benefit periods, limitations, offsets, proof-of-loss requirements, and other provisions can vary significantly from one disability policy to another.

Own-Occupation vs. Any-Occupation Disability

One of the most important provisions in a disability policy is the definition of “disability.”

An own-occupation standard generally focuses on whether your medical condition prevents you from performing the important duties of your regular occupation as defined by the policy. Evaluating an own-occupation claim should involve more than looking at a job title. Your actual occupational demands, physical and cognitive requirements, work schedule, responsibilities, and medically supported restrictions may all be important.

An any-occupation standard generally considers whether you can perform another occupation that satisfies the requirements stated in your policy. Depending on the contract, that analysis may take into account factors such as your education, training, experience, functional abilities, and potential earnings.

Some long-term disability policies begin with an own-occupation definition and later change to a stricter any-occupation standard. That transition is a common point at which previously approved disability benefits may be reevaluated or terminated.

Why Are Assurant Disability Claims Denied or Terminated?

A disability denial does not necessarily mean the insurance company believes you have no medical condition. Often, the dispute is about whether the evidence proves that your illness or injury prevents you from working under the specific definition contained in the policy.

Common reasons stated in disability denial or termination letters may include:

• Insufficient medical evidence demonstrating functional impairment;
• Medical records that document a diagnosis but do not explain work-related restrictions;
• Disagreement with the opinions of treating physicians;
• Imaging, laboratory results, or examination findings described as mild or normal;
• Failure to satisfy the policy’s definition of disability;
• An inaccurate assessment of the claimant’s occupation or job duties;
• A transition from an own-occupation to an any-occupation definition;
• Surveillance or social media activity allegedly inconsistent with reported limitations;
• Failure to provide requested forms or information;
• Gaps in medical treatment;
• Application of a pre-existing condition exclusion;
• Mental health, self-reported symptom, or other benefit limitations;
• Questions regarding earnings or financial documentation; or
• An assertion that the claimant can perform alternative work.

Every stated reason for denial should be compared carefully with the actual policy language, the medical evidence, occupational demands, and information contained in the insurer’s claim file.

Medical Evidence That May Help Support an Assurant Disability Claim

One of the most common problems in disability claims is a disconnect between medical treatment records and proof of occupational disability.

Your doctor may clearly diagnose your condition and provide appropriate treatment without documenting exactly why your symptoms prevent you from sustaining the duties of your occupation. Disability insurers generally evaluate function, not simply diagnosis.

Depending on the condition and requirements of the policy, relevant evidence may include:

• Detailed attending physician statements;
• Narrative reports from treating physicians and specialists;
• Longitudinal medical records;
• Imaging, laboratory testing, operative reports, and other diagnostic evidence;
• Documentation explaining specific physical or cognitive restrictions;
• Neuropsychological or cognitive testing when appropriate;
• Functional capacity evaluations when medically appropriate;
• Medication histories and documentation of side effects;
• Statements from coworkers, supervisors, family members, or others familiar with your limitations;
• Detailed descriptions of your occupational duties; and
• Evidence connecting your medical restrictions directly to the tasks you are required to perform at work.

Not every disabling medical condition produces dramatic objective test results. Conditions involving chronic pain, fatigue, migraines, cognitive impairment, psychiatric symptoms, and other difficult-to-measure limitations may require particularly careful documentation of symptom frequency, severity, duration, treatment response, and functional impact.

What Should I Do After an Assurant Disability Denial?

If you receive a denial or termination letter involving a legacy Assurant disability policy, do not limit your response to simply telling the insurance company that you disagree.

1. Read the entire denial letter. Identify every medical, vocational, procedural, and policy-based reason given for the decision.
2. Confirm your deadline. Determine exactly when an appeal or other response must be received.
3. Identify the insurer and administrator. Older Assurant policies may now involve Sun Life or a Union Security entity.
4. Obtain the complete policy or plan documents. Do not rely only on a benefits summary.
5. Request the claim file when appropriate. It may contain medical reviews, vocational analyses, internal correspondence, surveillance, occupational information, and other evidence relied upon in making the decision.
6. Review the occupational analysis. Determine whether the insurance company evaluated the correct occupation and accurately understood its material duties.
7. Address medical weaknesses. Ask whether your treating providers have clearly documented your restrictions, limitations, symptoms, and inability to sustain work.
8. Respond to every reason for denial. A comprehensive appeal should address the insurer’s actual reasoning rather than simply resubmit the same records.

Is My Assurant Disability Claim Governed by ERISA?

If you received disability coverage through a private-sector employer, your group disability benefits may be governed by the federal Employee Retirement Income Security Act of 1974, commonly known as ERISA.

ERISA disability claims have special administrative procedures and deadlines. A claimant generally receives at least 180 days to request review following an adverse disability benefit determination, although the governing plan and denial letter should always be reviewed carefully.

The administrative appeal can be one of the most important stages of an ERISA disability case. If the denial is upheld and litigation becomes necessary, the evidence considered by a federal court may be significantly influenced by the record developed during the claim and appeal process.

That means an ERISA appeal should be treated as much more than a short letter asking the insurer to reconsider. Relevant medical opinions, occupational evidence, vocational analysis, responses to insurance-company reviews, and other supporting evidence should generally be developed before the administrative process is complete.

Learn more about ERISA disability insurance claims and how federal law can affect your appeal rights.

Individual Disability Policies May Follow Different Rules

Not every disability policy carrying the Assurant or Union Security name is governed by ERISA.

If the policy was purchased individually rather than obtained through an employer-sponsored benefit plan, state insurance and contract law may apply instead. Individual disability claims can involve different appeal requirements, statutes of limitation, evidentiary rules, causes of action, and potential remedies.

Determining whether you have an ERISA-governed group plan or an individual disability insurance policy should be one of the first steps in evaluating a denied claim.

Can Assurant or Sun Life Terminate Benefits After Paying My Claim?

Yes. Approval of a disability claim does not necessarily guarantee that benefits will continue for the maximum benefit period.

Insurers commonly require ongoing proof of disability and may periodically reevaluate whether a claimant continues to satisfy the policy’s definition of disability. A reevaluation may involve updated medical records, physician questionnaires, interviews, vocational assessments, independent medical examinations, surveillance, or other information.

Benefits may also be reviewed when a policy changes from an own-occupation definition of disability to an any-occupation definition.

If your benefits have been paid for months or years and are suddenly terminated, compare the termination letter with the evidence that previously supported your claim. Determining what changed—and whether the insurer accurately evaluated that change—is often critical.

Meet Our Disability Attorneys

Frank N. Darras, Founding Partner
Experience: For more than 30 years, Frank N. Darras has focused exclusively on long-term disability and insurance litigation, including high-stakes disputes against Lloyd’s of London syndicates.

Track Record: He and his firm have recovered nearly $1 billion in wrongfully delayed and denied insurance benefits for policyholders nationwide.

Recognition: Named to Lawdragon’s Top 500 Lawyers in America for 18 consecutive years and listed in Best Lawyers in America since 2006, Mr. Darras is widely regarded as a leading authority on ERISA and disability insurance law.

Susan B. Grabarsky, Senior Trial Attorney
Experience: Ms. Grabarsky represents both individual policyholders and employee groups in complex disability disputes. Her prior experience as an insurance cost-containment analyst provides unique insight into how carriers evaluate and deny claims.

Approach: She leverages her understanding of insurer review tactics to strategically challenge Lloyd’s denials and push for full payment of valid benefits.

Reputation: Known for meticulous preparation and assertive advocacy, she has built a strong record confronting unfair disability practices.

Heather Gardner, Senior Associate
Experience: Heather Gardner concentrates on ERISA-governed and individual disability appeals involving national and international carriers.

Role in Litigation: Working closely with Frank Darras, she helps develop comprehensive administrative records and appellate strategies designed to withstand federal court scrutiny.

Professional Strength: She is respected for her precision in analyzing policy language and dismantling complex denial rationales.

Phillip S. Bather, Associate Attorney
Experience: Phillip S. Bather focuses on ERISA litigation and insurance bad-faith disputes, assisting clients through intake, claim development, and administrative appeals.

Case Strategy: He works to assemble compelling evidentiary records aimed at reversing unjust denials and positioning cases for successful litigation when necessary.

Client Commitment: Recognized for his responsiveness and detail-oriented advocacy, he supports claimants facing aggressive insurer resistance.

Trusted Legal Credentials

• AV Preeminent® Rating – Martindale-Hubbell
• Best Lawyers in America – Disability Law
• Lawdragon 500 Leading Plaintiff Lawyers

How DarrasLaw Handles Assurant and Legacy Disability Claims

DarrasLaw has spent more than three decades representing disabled professionals, employees, executives, physicians, attorneys, business owners, and other policyholders in disputes with major disability insurance companies across the United States.

When reviewing an Assurant-related disability claim, our attorneys may examine:

• The complete disability policy or employer benefit plan;
• The identity of the issuing insurer and current claims administrator;
• The denial or termination letter;
• The insurer’s claim file;
• Medical records and treating-provider opinions;
• Occupational duties and vocational evidence;
• Insurance-company medical or vocational reviews;
• Applicable ERISA requirements or state insurance law;
• Appeal and litigation deadlines; and
• Additional evidence that may be necessary to address weaknesses in the claim.

The goal is not simply to send the insurance company more paperwork. A disability claim or appeal should explain how the evidence satisfies the language of the policy and directly address the reasons benefits were denied or terminated.

Call The Attorneys At DarrasLaw For A Free Consultation

Contact our law firm from anywhere in the United States for a free initial consultation to discuss your disability insurance benefits case and to determine your options to appeal the denial of your claim Call 800-898-7299 or complete our online form to make an appointment with one of our disability lawyers.

Frequently Asked Questions About Assurant Disability Claims

This page is provided for general educational and informational purposes only and does not constitute legal advice or create an attorney-client relationship. Disability policies, claim procedures, ERISA requirements, appeal deadlines, standards of review, and legal remedies vary depending on the policy, plan, jurisdiction, and facts of the particular claim.