American United Life Insurance Co.

By Frank N. Darras > Founding Partner, DarrasLaw | Nationally Recognized Disability Advocate > Last Updated: August 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 holding major insurers such as American United Life Insurance Company accountable. Disability claims involving American United Life Insurance Company may include complicated policy provisions, strict appeal deadlines, ERISA requirements, occupational disability definitions, and disputes over medical evidence, functional restrictions, and policy limitations. This guide draws on decades of experience representing policyholders whose disability benefits have been wrongfully denied, delayed, reduced, or terminated and helping them navigate the legal and procedural challenges these claims can present.

Did American United Life Insurance Deny Your Disability Claim?

American United Life Insurance Co., closely linked to OneAmerica, offers an array of products, including disability insurance. While American United Life Insurance boasts that it paid $2.5 billion in claims and benefits during 2013, not every policyholder was pleased with the way his or her claim was handled.

If you are one of the people who had their American United Life Insurance claim denied, devalued or unduly delayed, you may have legal recourse. At DarrasLaw, we have recovered nearly $1 billion on behalf of our insured clients. Our team of top-ranked disability attorneys will help you with a denied claim or lowball offer.

For immediate help, call DarrasLaw at 800-898-7299 or complete our online contact form.

Understanding American United Life Insurance Company and OneAmerica Financial

American United Life Insurance Company, commonly referred to as AUL, is part of OneAmerica Financial. OneAmerica Financial is the marketing name used for a group of affiliated companies, while American United Life Insurance Company is the legal entity that issues and underwrites many of the organization’s employer-sponsored disability insurance products.

This distinction matters when reviewing a policy or challenging a claim decision. A benefits website, claim form, or denial letter may prominently display the OneAmerica Financial name, while the group policy or certificate identifies American United Life Insurance Company as the insurer. Claimants should review the complete policy, denial letter, and correspondence to determine which company issued the coverage and which entity is administering the claim.

What Does American United Life Disability Insurance Cover?

American United Life offers disability insurance through participating employer groups. Depending on the benefits selected by the employer, coverage may include short-term disability, long-term disability, or both.

Short-term disability insurance generally replaces a portion of an employee’s income during a temporary absence caused by a covered illness, injury, or pregnancy. Long-term disability insurance is intended to provide partial income replacement when a more serious medical condition prevents an employee from working for an extended period.

Whether a claimant qualifies for benefits depends on the specific terms of the group policy. Relevant provisions may include:

• The policy’s definition of disability;
• The elimination or waiting period;
• The percentage of earnings replaced;
• The maximum monthly benefit;
• Requirements for regular and appropriate medical care;
• Pre-existing condition exclusions;
• Mental health or self-reported symptom limitations;
• Offsets for Social Security Disability Insurance or other income;
• Partial or residual disability provisions; and
• The maximum period for which benefits may be paid.

Claimants should not rely solely on a benefits summary. The group policy and certificate of coverage contain the controlling terms and should be obtained and reviewed as early as possible.

How To File an American United Life Disability Claim

American United Life permits employer-sponsored disability claims to be initiated online or submitted by telephone, email, fax, or mail. A claimant, the claimant’s employer, or an authorized third-party representative may begin the process.

The initial claim submission commonly requires:

• An employee statement describing the medical condition, symptoms, treatment, occupation, and last day worked;
• An attending physician statement documenting the diagnosis, treatment plan, restrictions, limitations, and expected duration of impairment;
• A HIPAA authorization permitting the insurer to obtain relevant medical information; and
• A policyholder or employer statement confirming coverage, earnings, job duties, work status, and other employment information.

Submitting the forms does not guarantee that the file is complete. The claim examiner may request additional treatment records, diagnostic testing, financial documentation, occupational information, pharmacy records, interviews, or clarification from medical providers.

American United Life advises claimants to begin the process approximately 30 days before the anticipated date of disability when possible, or as soon as reasonably practicable. A claim may generally be submitted during the policy’s elimination period.

American United Life’s disability claims page provides current claim-submission information and insurer contact details.

What Happens After an AUL Long-Term Disability Claim Is Filed?

After a claim is submitted, an American United Life claim examiner may review the medical, occupational, and administrative evidence to determine whether the claimant meets the policy’s requirements. According to OneAmerica Financial’s published claims information, a decision on a long-term disability claim is generally made within 45 days after the insurer receives the documents and information it considers necessary.

That timeframe may be affected when records are missing, a physician has not responded, additional testing is requested, or the insurer seeks clarification about the claimant’s occupation or functional abilities. Claimants should keep copies of everything submitted and document telephone conversations with the claim examiner, including the date, the person contacted, and what was discussed.

If the claim is approved, benefits ordinarily begin after the policy’s elimination period has been satisfied. Approval does not necessarily end the review process. American United Life may continue requesting medical and occupational evidence to determine whether the claimant remains eligible.

How American United Life Evaluates Disability

A diagnosis alone does not establish disability under an insurance policy. The insurer typically evaluates whether the claimant’s medically supported restrictions prevent the performance of occupational duties under the policy’s definition of disability.

The analysis may include:

• The claimant’s symptoms and diagnoses;
• Objective tests, imaging, laboratory results, or examination findings;
• The frequency and intensity of treatment;
• Medication effectiveness and side effects;
• Opinions from treating providers;
• The physical and cognitive demands of the occupation;
• Whether the claimant can work reliably on a full-time basis;
• Evidence of part-time work, attempted work, or reduced earnings; and
• Any inconsistencies identified in the claim file.

The central question is not simply whether the claimant has a serious condition. It is whether that condition causes restrictions and limitations that satisfy the particular policy language.

Own-Occupation and Any-Occupation Disability Definitions

Many long-term disability policies use more than one disability standard. During an initial benefit period, a claimant may qualify by showing an inability to perform the material duties of their regular or own occupation. After a specified number of months, the definition may change to an any-occupation standard.

Under an own-occupation definition, the review may focus on:

• The material and substantial duties of the claimant’s occupation;
• The physical, cognitive, and environmental demands of that work;
• Whether the occupation is evaluated as actually performed or as generally performed in the national economy; and
• Whether the claimant can perform those duties consistently and safely.

An any-occupation definition may ask whether the claimant can perform another occupation based on education, training, experience, functional capacity, and sometimes a stated earnings threshold. Disputes can arise when an insurer identifies alternative occupations that do not realistically match the claimant’s abilities, qualifications, restrictions, or prior earnings.

Common Reasons American United Life Disability Claims Are Denied

A disability denial may involve medical, occupational, procedural, or policy-related issues. Common reasons stated in American United Life or OneAmerica disability denial letters may include:

• Insufficient evidence of functional impairment;
• A lack of objective medical findings;
• Medical records that do not document specific restrictions and limitations;
• Failure to satisfy the policy’s definition of disability;
• Disagreement with a treating physician’s opinion;
• The conclusion that the claimant can perform sedentary or modified work;
• An incomplete or inaccurate description of the claimant’s occupation;
• Failure to remain under regular and appropriate medical care;
• Missed deadlines or incomplete claim forms;
• Application of a pre-existing condition exclusion;
• Application of a mental health, substance-use, or self-reported symptom limitation;
• Surveillance or online activity viewed as inconsistent with reported limitations; or
• A transition from an own-occupation to an any-occupation standard.

The denial letter should be compared carefully with the policy and the complete claim file. A claimant should not assume that the insurer correctly interpreted the medical evidence, occupational duties, or policy terms.

Medical Evidence That Can Strengthen an AUL Disability Claim

Treatment records are essential, but routine chart notes may not fully explain why a claimant cannot work. Medical providers generally write records to document care, not to satisfy an insurance policy’s disability definition.

Depending on the condition, useful supporting evidence may include:

• Detailed attending physician statements;
• Narrative reports from treating specialists;
• Specific restrictions on sitting, standing, walking, lifting, reaching, concentrating, or interacting with others;
• Imaging, laboratory testing, operative reports, or other diagnostic evidence;
• Neuropsychological or cognitive testing;
• Functional capacity testing when medically appropriate;
• Documentation of medication side effects;
• Headache, pain, fatigue, seizure, or symptom logs;
• Statements from coworkers, supervisors, family members, or caregivers; and
• An explanation connecting the claimant’s limitations to specific occupational duties.

Conditions such as chronic pain, fibromyalgia, migraine disorders, post-viral illness, mental health disorders, and cognitive impairments may not produce a single conclusive test result. These claims often require consistent documentation of symptom severity, frequency, duration, treatment response, and day-to-day functional impact.

The Importance of an Accurate Occupational Analysis

Occupational evidence can be just as important as medical evidence. A physician may provide appropriate restrictions, but the claim can still be denied if the insurer concludes that those restrictions do not prevent the claimant from performing the occupation.

The file should clearly document:

• The claimant’s job title and core responsibilities;
• The amount of time spent on each material duty;
• Required travel, driving, lifting, standing, or repetitive movement;
• Deadlines, decision-making, memory, concentration, or communication demands;
• Irregular schedules, on-call responsibilities, or long work hours;
• Licensing, safety, or regulatory requirements; and
• Why the claimant’s restrictions interfere with reliable performance.

A generic job description may omit essential duties or understate the demands of the occupation. Claimants should review any occupational description used by American United Life and correct material inaccuracies during the administrative claim or appeal process.

What To Do After American United Life Denies Your Claim

Begin by reading the denial letter carefully. It should identify the reasons for the decision, the policy provisions relied upon, the evidence reviewed, the deadline for challenging the denial, and the procedure for submitting an appeal.

1. Calendar the appeal deadline. Do not assume that telephone calls, requests for reconsideration, or additional medical appointments extend the deadline.
2. Request the complete claim file. This may include medical reviews, vocational reports, internal notes, correspondence, surveillance, and other evidence considered by the insurer.
3. Obtain the governing policy and plan documents. Review the actual definition of disability, exclusions, limitations, proof requirements, and appeal provisions.
4. Identify every reason for denial. The appeal should respond directly to each medical, vocational, occupational, and procedural issue.
5. Correct factual errors. Address inaccurate medical histories, incomplete occupational descriptions, misunderstood activities, or unsupported conclusions.
6. Develop additional evidence. Updated treatment records alone may not be enough. Detailed physician opinions, testing, occupational evidence, or vocational analysis may be necessary.
7. Submit a complete appeal on time. A brief request stating that the claimant disagrees with the decision may fail to address weaknesses in the record.

ERISA Rules for Employer-Sponsored American United Life Claims

Because American United Life disability coverage is often provided through an employer, many claims are governed by the Employee Retirement Income Security Act of 1974, or ERISA. ERISA establishes federal procedures for benefit claims and appeals.

For an ERISA-governed disability claim, the plan generally must provide at least 180 days after an adverse benefit determination for the claimant to request review. The denial letter and plan documents should be checked carefully because additional procedural requirements may apply.

The administrative appeal is a critical stage. In a later federal lawsuit, the court may primarily review the evidence that was submitted before the insurer made its final administrative decision. Claimants should therefore use the appeal to present all available medical, occupational, vocational, financial, and procedural evidence.

The appeal may need to address:

• Reports from reviewing physicians;
• Vocational conclusions;
• Surveillance or online evidence;
• Disputes concerning the claimant’s occupation;
• Policy exclusions or limitations;
• Conflicts between treating and reviewing providers; and
• Any new rationale offered during the review process.

The U.S. Department of Labor offers additional guidance about disability benefit claims and ERISA appeals.

Can American United Life Terminate Benefits After Approving a Claim?

Yes. Long-term disability benefits may be reviewed periodically and can be terminated if American United Life concludes that the claimant no longer satisfies the policy’s requirements.

A benefit termination may follow:

• A change in the policy’s definition of disability;
• An updated review by an insurer-selected physician;
• A request for new medical records or physician forms;
• A vocational assessment;
• Surveillance or a review of social media activity;
• A return-to-work attempt or report of earned income;
• A medical examination requested by the insurer;
• A finding that treatment has become inconsistent; or
• The application of a policy limitation.

A claimant who receives benefits should continue complying with reasonable proof requirements, maintain appropriate treatment, keep copies of all submissions, and promptly address any inaccurate conclusions. A termination of ongoing benefits may carry the same urgent appeal concerns as an initial denial.

How Other Disability Income Can Affect AUL Benefits

Group long-term disability policies commonly contain provisions allowing certain forms of income to be deducted from the monthly benefit. Depending on the policy, potential offsets may include:

• Social Security Disability Insurance benefits;
• Dependent Social Security benefits;
• Workers’ compensation payments;
• State disability benefits;
• Retirement or pension income;
• Other group disability benefits; and
• Earnings from part-time or rehabilitative work.

An insurer may also require the claimant to apply for Social Security Disability Insurance and may estimate an offset before the Social Security Administration issues a decision. If retroactive benefits are later awarded, American United Life may claim that an overpayment occurred.

Any reimbursement request should be checked against the policy, the benefit calculations, the period covered by the payment, attorney fee deductions, dependent benefits, and prior offsets. Claimants should not assume that an insurer’s overpayment calculation is automatically correct.

Returning to Work While Receiving American United Life Benefits

Some policies provide partial, residual, rehabilitation, or return-to-work benefits when a claimant can perform limited work but has not regained full functional or earning capacity. The availability and calculation of these benefits depend entirely on the policy.

Before returning to part-time, modified, or alternative work, a claimant should understand:

• How earnings will affect the monthly benefit;
• Whether a minimum income loss is required;
• What financial records must be submitted;
• How work activity may affect the insurer’s evaluation of functional capacity;
• Whether the policy includes a rehabilitation provision; and
• What happens if the return-to-work attempt is unsuccessful.

Work attempts should be documented carefully. The ability to perform a limited activity for a short period does not necessarily establish the capacity to sustain full-time employment, but incomplete records can allow the insurer to draw broader conclusions.

How DarrasLaw Handles American United Life Disability Claims

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 holding major insurers such as American United Life Insurance Company accountable.

Depending on the status of the claim, DarrasLaw may:

• Review the policy, certificate, summary plan description, and denial letter;
• Determine whether ERISA or another body of law governs the claim;
• Identify all applicable claim and appeal deadlines;
• Request and analyze the administrative claim file;
• Evaluate the insurer’s medical and vocational reviews;
• Work with treating providers to document restrictions and limitations;
• Develop occupational and vocational evidence;
• Prepare an administrative appeal;
• Address benefit offsets or alleged overpayments;
• Assist with continuing claim reviews; and
• Pursue litigation when benefits cannot be recovered through the administrative process.

The appropriate strategy depends on the policy language, the claimant’s medical condition, occupational duties, existing evidence, denial rationale, and stage of the claim.

If OneAmerica Denied Your Claim, You Still Have Options

If your OneAmerica disability insurance claim has been treated unfairly, you can level the playing field with DarrasLaw. Our nationally recognized disability lawyers understand insurance company tactics and have established a reputation as fierce advocates against the insurance industry.

If you are getting the runaround or have had your OneAmerica disability claim rejected, do not give up. You have legal options at virtually every stage of the claims process, but the best opportunity for success is to partner with a top disability insurance attorney.

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

These distinctions reflect decades of focused experience, ethical representation, and consistent results in complex disability insurance litigation.

Speak With an American United Life Disability Insurance Attorney

A disability denial or termination can place a claimant’s income, medical care, and family finances at risk. Do not assume that American United Life’s decision is final, and do not allow an appeal deadline to expire while attempting to resolve the claim through informal calls or incomplete submissions.

DarrasLaw represents disabled policyholders nationwide in disputes involving American United Life Insurance Company, OneAmerica Financial, and other major disability insurers. Call 800-898-7299 or complete the firm’s confidential contact form to request a free policy and claim evaluation.

Frequently Asked Questions (FAQs)