Managed Benefits · Oregon
Oregon 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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Oregon Continuation, In Brief
| State law | ORS 743B.347 (formerly ORS 743.610) |
| Employers covered | Employers NOT required to offer federal COBRA (generally fewer than 20 employees), with fully-insured group health insurance policies. |
| Maximum continuation | Up to 9 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses a state-based marketplace on the federal platform: the Oregon Health Insurance Marketplace uses HealthCare.gov for enrollment. |
Source: Oregon statute and department of insurance (www.oregonlegislature.gov). This page is general information, not legal advice.
Why It Lands On You
The Oregon 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 Oregon 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. Oregon 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. Employers NOT required to offer federal COBRA (generally fewer than 20 employees), with fully-insured group health insurance policies.
Up to 9 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
A covered person (certificate holder on the day before the qualifying event and during the three-month period ending on that date) and qualified beneficiaries (spouse, dependent child, or a child born/adopted during continuation). Qualifying events: voluntary or involuntary termination of employment, reduction in hours, Medicare eligibility, loss of dependent-child status, termination of group.
No. Federal COBRA applies to employers with 20 or more employees, and the Oregon 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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