Rhode Island Temporary Disability Insurance (TDI)

Quick Facts

• Benefit amount: Up to $1,043 per week in 2025, plus a dependents allowance of up to $15 per dependent child (capped at five dependents).
• Duration: Up to 30 weeks of benefits per benefit year.
• Funding: Employee payroll contributions of 1.2% on the first $87,000 of wages in 2025. Employers do not contribute.
• Administration: Managed by the Rhode Island Department of Labor and Training (DLT).

Program Overview

Rhode Island operates one of the nation’s oldest state disability insurance programs. TDI provides partial wage replacement when workers are medically unable to perform their jobs due to non-work-related conditions, including pregnancy. It complements Rhode Island Temporary Caregiver Insurance (TCI), which offers paid family leave. Most Rhode Island employees contribute to TDI through payroll deductions and are automatically covered.

The program covers a wide range of conditions—from surgery recovery and chronic illnesses to mental health treatment. Claimants must be under the care of a licensed health provider and may need to undergo periodic re-evaluations. Benefits are paid weekly via direct deposit or check.

Eligibility Requirements

1. Earnings test: Earned at least $15,600 in the base period (first four of the last five completed quarters). If you earned less, an alternate test qualifies you with $2,600 in one quarter and total base period earnings at least 150% of the highest quarter.
2. Medical certification: A licensed healthcare provider must certify that you are unable to work. Acceptable providers include physicians, physician assistants, nurse practitioners, clinical psychologists, chiropractors, podiatrists, and dentists.
3. Timely filing: Submit your claim within 90 days of the disability start date. Late claims may be accepted with good cause but risk losing benefits.
4. Continuous care: You must remain under medical treatment throughout the disability period.

Benefit Calculation

• Weekly benefit rate: 4.62% of your highest quarter wages in the base period, up to $1,043 per week in 2025.
• Dependents allowance: Additional benefits for up to five dependents (children under 18 or disabled adult dependents), at the greater of $10 or 7% of the weekly benefit, capped at $15 per dependent.
• Duration: Up to 30 weeks per benefit year, including any Temporary Caregiver Insurance weeks.
• Waiting period: Seven-day waiting period, which can be waived for hospitalization or if the disability lasts longer than 28 days.

Application Process

1. Inform your employer. Provide the date you stopped working and discuss coordination with company policies.
2. File online at TDI Online. Paper applications are also available.
3. Complete claimant information. Provide personal details, employment history, and medical provider information.
4. Medical certification. Your provider submits the Physician’s Certification electronically or via paper Form TDI-58.
5. Employer response. DLT contacts your employer to confirm wages and last day worked.
6. Decision and payment. Once approved, benefits are issued weekly. Monitor your account for messages or requests for additional documentation.

Required Documentation

• Medical certification detailing diagnosis, treatment plan, and expected recovery.
• Hospital or surgical reports if applicable.
• Proof of dependent children if claiming the dependents allowance (birth certificates, custody orders).
• Wage records or pay stubs if DLT requests verification.

Coordination with Other Benefits

• Temporary Caregiver Insurance: After medical recovery, you can switch to TCI for bonding or caregiving (up to 6 weeks). Combined TDI and TCI benefits cannot exceed 30 weeks.
• Workers’ compensation: TDI does not cover work-related injuries. If a claim is disputed, you may receive TDI while the dispute is resolved.
• Unemployment insurance: Not available while receiving TDI because you are not able to work.
• Social Security Disability Insurance: TDI can provide support while SSDI claims are pending.

Strategies for Maximizing Benefits

1. Apply promptly: Filing as soon as disability begins ensures you don’t lose weeks. Use the online system for faster processing.
2. Provide detailed medical information: Ask your provider to describe functional limitations relevant to your job duties.
3. Claim dependents allowance: Submit documentation early to receive the additional weekly amount.
4. Plan for waiting week: Use sick leave or savings to cover the initial unpaid week unless waived.
5. Coordinate with employer benefits: Some employers offer supplemental short-term disability coverage. Understand how these benefits interact.

Common Mistakes to Avoid

• Late filing: Submit within 90 days to avoid denial or reduced benefits.
• Incomplete medical certification: Ensure all sections are filled out, including diagnosis codes and expected recovery dates.
• Failure to update: If your condition changes or you return to work part time, notify DLT immediately to avoid overpayments.
• Ignoring follow-up requests: DLT may schedule independent medical exams or request additional documentation. Respond promptly.

Appeals Process

If denied, file an appeal within 15 days of the decision. Appeals are heard by the Board of Review. Provide medical evidence, witness statements, and any additional documentation supporting your claim. Further appeals can be made to Rhode Island Superior Court.

Example Scenarios

• Surgery recovery: Nora underwent spinal surgery and was out of work for 10 weeks. Her surgeon certified the disability, and she received $900 per week plus dependents allowance for two children.
• High-risk pregnancy: Elena’s obstetrician placed her on bed rest six weeks before delivery. TDI covered the prenatal period and eight weeks postpartum, after which she switched to TCI for bonding.
• Mental health treatment: Marcus entered an intensive outpatient therapy program for severe depression. His psychiatrist certified disability for eight weeks, and Marcus provided therapy schedules as proof of treatment.

Resources

• Rhode Island TDI/TCI
• TDI Online portal
• TDI handbook
• Contact center: 401-462-8420

Advanced Tips

• Self-employed opt-in: Sole proprietors can elect coverage by contributing to TDI for a minimum of two years. Apply through DLT.
• Partial return to work: You can work part time while receiving reduced benefits. Report earnings to avoid overpayments.
• Budget planning: Create a timeline of expected payments, taking into account the waiting week and dependents allowance, to manage cash flow.
• Maintain compliance: Keep copies of all communications, medical notes, and payment records in case of audits.

Frequently Asked Questions

Can I receive benefits if I work in another state but live in Rhode Island? Coverage depends on where your employer reports unemployment insurance. If your employer pays into Rhode Island, you are likely covered. Otherwise, check the other state’s disability programs.

How are school employees treated during summer break? Teachers and education workers may qualify if they become disabled during the school year or within two weeks of the term ending, provided they meet wage requirements.

What happens if I refuse recommended treatment? DLT may suspend benefits if you unreasonably refuse medical treatment that could reduce disability. Discuss any concerns with your provider and document your reasons.

Can I volunteer while receiving TDI? Non-paid volunteer work may be allowed if it does not conflict with medical restrictions. Inform DLT to avoid misunderstandings.

Additional Planning Tips

• Integrate with state-paid sick leave: Rhode Island’s Healthy and Safe Families and Workplaces Act grants paid sick time. Use it to cover the waiting week or partial days.
• Communicate with your union: Many union contracts include enhanced disability benefits or job protection clauses. Contact your steward for guidance.
• Set calendar reminders: Schedule weekly check-ins to ensure certifications are submitted and to monitor payment arrivals.
• Prepare for return-to-work: Discuss transitional duties or workplace accommodations with HR and your provider to support a safe comeback.