Managed Benefits · Mississippi
Mississippi 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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Mississippi Continuation, In Brief
| State law | Miss. Code section 83-9-51 (Group policy defined; election to continue coverage after employment termination; continuation by dependent spouse or child) |
| Employers covered | group policies providing hospital/surgical/major medical coverage generally (not limited to sub-20 employers); functions as state continuation for those outside federal COBRA |
| Maximum continuation | Up to 12 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses HealthCare.gov (federal marketplace; Mississippi does not run its own state-based exchange). |
Source: Mississippi statute and department of insurance (law.justia.com). This page is general information, not legal advice.
Why It Lands On You
The Mississippi 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 Mississippi 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. Mississippi 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 policies providing hospital/surgical/major medical coverage generally (not limited to sub-20 employers); functions as state continuation for those outside 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 (or eligible dependent) continuously insured under the group policy (or a replaced policy) for the 3 consecutive months before termination whose coverage would otherwise end due to termination of employment or membership may continue for up to 12 months. A dependent spouse may continue spouse/child coverage up to 12 months after the employee's death; a dependent child may.
No. Federal COBRA applies to employers with 20 or more employees, and the Mississippi 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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