Managed Benefits · Minnesota
Minnesota 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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Minnesota Continuation, In Brief
| State law | Minn. Stat. section 62A.17 (Termination of or layoff from employment; continuation and conversion rights) |
| Employers covered | every group insurance policy, group subscriber contract, and health care plan (not limited to sub-20 employers); serves as state continuation reaching small employers not subject to federal COBRA |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | State-based marketplace: MNsure (uses its own platform, not HealthCare.gov). |
Source: Minnesota statute and department of insurance (www.revisor.mn.gov). This page is general information, not legal advice.
Why It Lands On You
The Minnesota 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 Minnesota 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. Minnesota 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. every group insurance policy, group subscriber contract, and health care plan (not limited to sub-20 employers); serves as state continuation reaching small employers not subject to federal COBRA
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Every covered employee who is voluntarily or involuntarily terminated or laid off (reduction in hours below eligibility counts as layoff), other than for gross misconduct, may elect to continue coverage for the employee and dependents while the plan remains in force for active employees. Continuation runs until the employee is covered under another group plan or 18 months, whichever is shorter.
No. Federal COBRA applies to employers with 20 or more employees, and the Minnesota 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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