Managed Benefits · North Dakota
North Dakota 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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North Dakota Continuation, In Brief
| State law | N.D. Cent. Code section 26.1-36-23 |
| Employers covered | Fully-insured group hospital/surgical/major medical policies delivered or issued in North Dakota; serves as continuation for employees losing coverage, including those not covered by federal COBRA. |
| Maximum continuation | Up to 9 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses the federal marketplace, HealthCare.gov (North Dakota does not run a state-based exchange). |
Source: North Dakota statute and department of insurance (ndlegis.gov). This page is general information, not legal advice.
Why It Lands On You
The North Dakota 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 North Dakota 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. North Dakota 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 hospital/surgical/major medical policies delivered or issued in North Dakota; serves as continuation for employees losing coverage, including those not covered by federal COBRA.
Up to 9 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Employees or members (and covered spouse/dependents) whose coverage would otherwise terminate due to termination of employment or membership, subject to prior continuous coverage requirements. Continuation runs for thirty-nine weeks.
No. Federal COBRA applies to employers with 20 or more employees, and the North Dakota 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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