Managed Benefits · Maryland
Maryland 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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Maryland Continuation, In Brief
| State law | Md. Code, Insurance section 15-409 (Continuation coverage for terminated employees); section 15-409.1 (small employers); section 15-407 (surviving spouses/dependents) |
| Employers covered | group health contracts generally; the terminated-employee continuation right is not limited to sub-20 employers, and a related section (15-409.1) addresses small employers specifically |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | State-based marketplace: Maryland Health Connection (uses its own platform, not HealthCare.gov). |
Source: Maryland statute and department of insurance (insurance.maryland.gov). This page is general information, not legal advice.
Why It Lands On You
The Maryland 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 Maryland 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. Maryland 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. group health contracts generally; the terminated-employee continuation right is not limited to sub-20 employers, and a related section (15-409.1) addresses small employers specifically
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An insured employee who is a Maryland resident and covered under the current or predecessor group contract with the same employer for at least 3 months before a change in status (termination of employment other than for cause) may continue coverage for up to 18 months. A separate section, 15-407, provides continuation for surviving spouses and dependent children (up to 18 months after the.
No. Federal COBRA applies to employers with 20 or more employees, and the Maryland 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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