Managed Benefits · New Jersey
New Jersey 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 Jersey Continuation, In Brief
| State law | N.J.S.A. 17B:27A-27 (Small Employer Health Benefits Program continuation) |
| Employers covered | Small employers (2 to 50 eligible employees) with fully-insured group health benefits plans under the NJ Small Employer Health Benefits Program. Provides continuation for those not covered by federal COBRA (federal COBRA generally applies at 20+ employees). |
| Maximum continuation | Up to 36 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Runs its own state-based marketplace: Get Covered New Jersey (https://www.getcovered.nj.gov/). |
Source: New Jersey statute and department of insurance (law.justia.com). This page is general information, not legal advice.
Why It Lands On You
The New Jersey 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 Jersey 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 Jersey 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. Small employers (2 to 50 eligible employees) with fully-insured group health benefits plans under the NJ Small Employer Health Benefits Program. Provides continuation for those not covered by federal COBRA (federal COBRA generally applies at 20+ employees).
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 employee terminated other than for cause, or whose hours are reduced to fewer than 25; plus qualified beneficiary spouses and dependent children. General continuation runs up to 18 months; a spouse or dependent child qualified beneficiary may continue up to 36 months following death of the employee, divorce, or a child ceasing to be a dependent (29 months for a disabled individual).
No. Federal COBRA applies to employers with 20 or more employees, and the New Jersey 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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