Managed Benefits · Maine
Maine 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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Maine Continuation, In Brief
| State law | 24-A M.R.S. section 2809-A (Conversion on termination of policy or eligibility; continuation), esp. subsection 11 |
| Employers covered | small group carriers covering employers with fewer than 20 employees are required to offer continuation; the section also provides continuation more broadly on specified triggers |
| Maximum continuation | Up to 12 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | State-based marketplace: CoverME.gov (Maine operates its own state exchange platform, not HealthCare.gov). |
Source: Maine statute and department of insurance (legislature.maine.gov). This page is general information, not legal advice.
Why It Lands On You
The Maine 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 Maine 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. Maine 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 group carriers covering employers with fewer than 20 employees are required to offer continuation; the section also provides continuation more broadly on specified triggers
Up to 12 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
A member or employee whose group coverage terminated due to temporary layoff, permanent layoff (where eligible for federal premium assistance), or loss of employment because of a work-related injury/disease may continue coverage for one year (12 months) under 24-A M.R.S. 2809-A(11). The section also covers conversion on termination of policy or eligibility.
No. Federal COBRA applies to employers with 20 or more employees, and the Maine 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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