Managed Benefits · Georgia
Georgia 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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Georgia Continuation, In Brief
| State law | O.C.G.A. section 33-24-21.1 (Group accident and sickness contracts; conversion privilege and continuation right provisions) |
| Employers covered | applies to group accident and sickness contracts generally (not limited to sub-20 employers); functions as state continuation for those not eligible for federal COBRA |
| Maximum continuation | Up to 3 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | State-based marketplace: Georgia Access (Georgia moved off HealthCare.gov to its own state exchange platform). |
Source: Georgia statute and department of insurance (law.justia.com). This page is general information, not legal advice.
Why It Lands On You
The Georgia 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 Georgia 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. Georgia 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. applies to group accident and sickness contracts generally (not limited to sub-20 employers); functions as state continuation for those not eligible for federal COBRA
Up to 3 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
A group member (and dependents) continuously covered for at least 6 months before termination whose coverage would otherwise end may continue for the remainder of the month in which termination occurs plus 3 additional months. Not available if employment was terminated for cause, if the member failed to pay a required contribution, or if the group contract/plan terminated entirely or for the.
No. Federal COBRA applies to employers with 20 or more employees, and the Georgia 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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