Managed Benefits · New Hampshire
New Hampshire 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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New Hampshire Continuation, In Brief
| State law | N.H. Rev. Stat. Ann. (RSA) 415:18, XVI |
| Employers covered | All fully-insured group health and dental plans in New Hampshire, regardless of employer size (works like COBRA but employees of employers of any size are eligible). The NH Insurance Department has jurisdiction only over fully-insured plans; self-funded plans. |
| Maximum continuation | Up to 36 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses the federal marketplace, HealthCare.gov (New Hampshire does not run a state-based exchange). |
Source: New Hampshire statute and department of insurance (www.insurance.nh.gov). This page is general information, not legal advice.
Why It Lands On You
The New Hampshire 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 New Hampshire 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. New Hampshire 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. All fully-insured group health and dental plans in New Hampshire, regardless of employer size (works like COBRA but employees of employers of any size are eligible). The NH Insurance Department has jurisdiction only over fully-insured plans; self-funded plans.
Up to 36 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Any insured individual on a fully-insured group plan who loses eligibility due to a qualifying event (termination other than gross misconduct, quit, layoff, reduction in hours, divorce/legal separation, change in dependent status, disability, death of the covered employee, or employer bankruptcy). Length depends on the event: 18 months for job loss; 29 months for Social Security-defined.
No. Federal COBRA applies to employers with 20 or more employees, and the New Hampshire 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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