Managed Benefits · Illinois
Illinois 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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Illinois Continuation, In Brief
| State law | 215 ILCS 5/367e (insurance companies); 215 ILCS 125/4-9.2 (HMOs); spousal continuation at 215 ILCS 5/367.2 |
| Employers covered | applies to fully-insured group accident and health policies and HMO contracts regardless of employer size (not limited to sub-20 groups); functions as state continuation for groups not covered by, or in addition to, federal COBRA |
| Maximum continuation | Up to 12 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Illinois is transitioning to its own state-based marketplace (Get Covered Illinois); it has operated as a state-based marketplace on the federal platform. Consumers currently enroll via. |
Source: Illinois statute and department of insurance (www.ilga.gov). This page is general information, not legal advice.
Why It Lands On You
The Illinois 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 Illinois 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. Illinois 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 fully-insured group accident and health policies and HMO contracts regardless of employer size (not limited to sub-20 groups); functions as state continuation for groups not covered by, or in addition to, federal COBRA
Up to 12 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An employee or member (and dependents) continuously covered under the group policy for at least 3 months whose coverage ends due to termination of employment or reduction in hours may continue coverage for up to 12 months. Separate spousal continuation provisions (215 ILCS 5/367.2) allow a spouse and dependents to continue coverage after divorce or the employee's death.
No. Federal COBRA applies to employers with 20 or more employees, and the Illinois 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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