Managed Benefits · Florida
Florida 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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Florida Continuation, In Brief
| State law | Fla. Stat. section 627.6692 (Florida Health Insurance Coverage Continuation Act) |
| Employers covered | small employers with fewer than 20 employees (2 to 19), not subject to federal COBRA |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses HealthCare.gov (federal marketplace; Florida does not run its own state-based exchange). |
Source: Florida statute and department of insurance (www.leg.state.fl.us). This page is general information, not legal advice.
Why It Lands On You
The Florida 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 Florida 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. Florida 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 with fewer than 20 employees (2 to 19), not subject to federal COBRA
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Eligible employees and dependents (qualified beneficiaries) under a small employer group health plan following qualifying events: termination of employment (other than gross misconduct), reduction in hours, divorce, or death of the covered employee. Up to 18 months, extendable to 29 months on an SSA disability determination.
No. Federal COBRA applies to employers with 20 or more employees, and the Florida 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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