Managed Benefits · Arizona
Arizona is a mini-COBRA state: smaller employers must let departing employees keep group coverage under state law. BEG Managed Benefits, powered by isolved, runs the notices, elections, and premium tracking so the rules are handled. You keep your broker; we do the administration.
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Arizona Continuation, In Brief
| State law | Ariz. Rev. Stat. section 20-2330 (Continuation of small group coverage) |
| Employers covered | small employers averaging at least 1 but fewer than 20 eligible employees in the preceding calendar year (below the federal COBRA threshold) |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses HealthCare.gov (federal marketplace; Arizona does not run its own state-based exchange). |
Source: Arizona statute and department of insurance (www.azleg.gov). This page is general information, not legal advice.
Why It Lands On You
The Arizona rule reaches companies too small to have a benefits department, yet the notices, election windows, and premium tracking look a lot like federal COBRA. Miss a required notice and the exposure accrues per person. BEG Managed Benefits, powered by isolved, runs Arizona continuation the same way it runs enrollment: notices generated on the qualifying event, elections and payments tracked, and the clock watched so nothing slips. Your broker keeps advising you and placing coverage. We own the administration behind it.
Your monthly estimate on screen - no call required
See COBRA vs mini-COBRA, or return to the Managed Benefits overview.
Questions
Yes. Arizona has a state continuation, or mini-COBRA, law that lets employees of smaller companies keep group health coverage after a qualifying event, filling the gap below the federal COBRA threshold of 20 employees. small employers averaging at least 1 but fewer than 20 eligible employees in the preceding calendar year (below the federal COBRA threshold)
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An enrollee (employee covered at least 3 months before a qualifying event) and qualified dependents (spouse/dependent child). Qualifying events: termination (other than gross misconduct) or reduction in hours, divorce/separation, death of the enrollee, Medicare eligibility, or a child losing dependent status. Base period is 18 months, with an 11-month disability extension (up to 29 months) and a.
No. Federal COBRA applies to employers with 20 or more employees, and the Arizona law covers the smaller groups federal COBRA does not reach. A company is generally subject to one or the other based on size.
The employer and insurer carry the notice and election duties, and the exposure accrues per person if they are missed. BEG Managed Benefits, powered by isolved, runs enrollment, notices, election tracking, and premium status in one system. You keep your broker; we do the administration.
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