Managed Benefits · Hawaii
Hawaii 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.
Your monthly estimate on screen - no call required
Hawaii Continuation, In Brief
| State law | Haw. Rev. Stat. section 393-15 (Continuation of coverage in case of inability to earn wages), part of the Prepaid Health Care Act (HRS ch. 393) |
| Employers covered | all employers subject to the Prepaid Health Care Act (generally any employer with employees working 20+ hours/week); this is not a sub-20 small-employer mini-COBRA |
| Maximum continuation | Up to 3 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses HealthCare.gov (Hawaii shut down its state exchange, the Hawaii Health Connector, and uses the federal platform). |
Source: Hawaii statute and department of insurance (www.capitol.hawaii.gov). This page is general information, not legal advice.
Why It Lands On You
The Hawaii 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 Hawaii 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. Hawaii 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. all employers subject to the Prepaid Health Care Act (generally any employer with employees working 20+ hours/week); this is not a sub-20 small-employer mini-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.
An employee who is hospitalized or otherwise prevented by sickness from working. The employer must keep contributing its pre-sickness share of the premium so the employee can continue coverage, for up to 3 months following the month the employee became hospitalized/disabled, or the period the employer pays regular wages, whichever is longer.
No. Federal COBRA applies to employers with 20 or more employees, and the Hawaii 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.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
