Managed Benefits · Nebraska
Nebraska 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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Nebraska Continuation, In Brief
| State law | Neb. Rev. Stat. section 44-1640 |
| Employers covered | Group policies covering groups NOT subject to IRC section 4980B (federal COBRA) based on employee count, i.e. small employers under 20 employees, with fully-insured hospital/surgical/major-medical coverage. |
| Maximum continuation | Up to 6 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses the federal marketplace, HealthCare.gov (Nebraska does not run a state-based exchange). |
Source: Nebraska statute and department of insurance (nebraskalegislature.gov). This page is general information, not legal advice.
Why It Lands On You
The Nebraska 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 Nebraska 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. Nebraska 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 covering groups NOT subject to IRC section 4980B (federal COBRA) based on employee count, i.e. small employers under 20 employees, with fully-insured hospital/surgical/major-medical coverage.
Up to 6 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An employee whose coverage would otherwise terminate because of INVOLUNTARY termination of employment for reasons other than misconduct. Coverage continues on a monthly renewal basis until the earliest of: 6 months after coverage would end; eligibility for other group coverage or Medicare; nonpayment; conversion; or termination of the group policy. Interruption due to a labor dispute is not.
No. Federal COBRA applies to employers with 20 or more employees, and the Nebraska 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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