Managed Benefits · Ohio
Ohio 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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Ohio Continuation, In Brief
| State law | Ohio Rev. Code section 3923.38 |
| Employers covered | Fully-insured group health policies; primarily serves employees of employers not subject to federal COBRA (fewer than 20 employees), though the statute is framed around individual eligibility rather than a strict employer-size threshold. |
| Maximum continuation | Up to 12 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses the federal marketplace, HealthCare.gov (Ohio does not run a state-based exchange). |
Source: Ohio statute and department of insurance (codes.ohio.gov). This page is general information, not legal advice.
Why It Lands On You
The Ohio 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 Ohio 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. Ohio 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; primarily serves employees of employers not subject to federal COBRA (fewer than 20 employees), though the statute is framed around individual eligibility rather than a strict employer-size threshold.
Up to 12 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An employee who was continuously insured under the group policy during the entire three-month period preceding termination, whose employment was involuntarily terminated (not for gross misconduct), and who is not otherwise eligible for continuation. Continuation runs up to 12 months after coverage would otherwise terminate.
No. Federal COBRA applies to employers with 20 or more employees, and the Ohio 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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