Managed Benefits · New York
New York 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 York Continuation, In Brief
| State law | N.Y. Ins. Law sections 3221(m), 4304(k), 4305(e); Chapter 236 and Chapter 498 of the Laws of 2009 |
| Employers covered | Fully-insured group health policies subject to New York Insurance Law, including employers with fewer than 20 employees (below the federal COBRA threshold). New York also extends total continuation to 36 months for anyone eligible for federal COBRA or state. |
| Maximum continuation | Up to 36 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Runs its own state-based marketplace: NY State of Health (https://nystateofhealth.ny.gov/). |
Source: New York statute and department of insurance (www.dfs.ny.gov). This page is general information, not legal advice.
Why It Lands On You
The New York 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 York 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 York 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. Fully-insured group health policies subject to New York Insurance Law, including employers with fewer than 20 employees (below the federal COBRA threshold). New York also extends total continuation to 36 months for anyone eligible for federal COBRA or state.
Up to 36 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Employees or members of a group who lose eligibility for coverage, and their covered dependents. Coverage may end early for non-payment, if the employer ceases to maintain any group health plan, if the person becomes covered under another group plan, or upon Medicare entitlement.
No. Federal COBRA applies to employers with 20 or more employees, and the New York 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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