Managed Benefits · Delaware
Delaware 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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Delaware Continuation, In Brief
| State law | 18 Del. C. section 3571F (Mini-COBRA small employer group health policies) |
| Employers covered | small employers that normally employed between 1 and 19 employees on a typical business day during the preceding year (below the federal COBRA threshold) |
| Maximum continuation | Up to 9 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses HealthCare.gov as a state-based marketplace on the federal platform (Delaware Health Insurance Marketplace / Choose Health Delaware); enrollment via HealthCare.gov. |
Source: Delaware statute and department of insurance (law.justia.com). This page is general information, not legal advice.
Why It Lands On You
The Delaware 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 Delaware 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. Delaware 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 that normally employed between 1 and 19 employees on a typical business day during the preceding year (below the federal COBRA threshold)
Up to 9 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
A covered employee or eligible dependent continuously insured under the group policy (or a replaced policy) during the entire 3-month period ending with termination. Qualifying events: death of the covered employee, termination (other than gross misconduct) or reduction of hours, divorce or legal separation, Medicare entitlement, a child losing dependent status, or employer bankruptcy..
No. Federal COBRA applies to employers with 20 or more employees, and the Delaware 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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