Managed Benefits · Indiana
Indiana 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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Indiana Continuation, In Brief
| State law | Ind. Code section 27-8-15-31.1 (Continuing coverage), within the Small Employer Group Health Insurance chapter (IC 27-8-15) |
| Employers covered | small employers under the Indiana Small Employer Group Health Insurance law (generally small employers not subject to federal COBRA) |
| Maximum continuation | Up to 12 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses HealthCare.gov (federal marketplace; Indiana does not run its own state-based exchange). |
Source: Indiana statute and department of insurance (law.justia.com). This page is general information, not legal advice.
Why It Lands On You
The Indiana 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 Indiana 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. Indiana 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 under the Indiana Small Employer Group Health Insurance law (generally small employers not subject 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 eligible employee employed by the same small employer for at least 1 year and continuously covered under the plan for at least 90 days (or such an employee's dependent) who loses coverage. Qualifying events track federal COBRA: termination of employment, reduction of hours, dissolution of marriage, or a dependent attaining the plan's limiting age. Continuation lasts up to 12 months.
No. Federal COBRA applies to employers with 20 or more employees, and the Indiana 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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