Managed Benefits · Connecticut
Connecticut 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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Connecticut Continuation, In Brief
| State law | Conn. Gen. Stat. section 38a-538 (group plan continuation) and section 38a-554 (continuation requirements); Public Act 10-13 (30-month expansion) |
| Employers covered | fully-insured employer groups with fewer than 20 employees are covered by CT state continuation (exempt from federal COBRA); the 30-month maximum period applies to Connecticut fully-insured plans of any size |
| Maximum continuation | Up to 30 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | State-based marketplace: Access Health CT (uses its own platform, not HealthCare.gov). |
Source: Connecticut statute and department of insurance (www.cga.ct.gov). This page is general information, not legal advice.
Why It Lands On You
The Connecticut 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 Connecticut 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. Connecticut 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. fully-insured employer groups with fewer than 20 employees are covered by CT state continuation (exempt from federal COBRA); the 30-month maximum period applies to Connecticut fully-insured plans of any size
Up to 30 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Employees/certificate holders (and dependents) who lose coverage due to layoff, reduction of hours, leave of absence, or termination of employment other than for gross misconduct may elect continuation. Effective May 5, 2010 (Public Act 10-13) the maximum continuation period was expanded to 30 months for Connecticut fully-insured plans.
No. Federal COBRA applies to employers with 20 or more employees, and the Connecticut 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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