Managed Benefits · Pennsylvania
Pennsylvania 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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Pennsylvania Continuation, In Brief
| State law | 40 P.S. section 764j (added by Act 2 of 2009) |
| Employers covered | Small employers with at least 2 but fewer than 20 employees (below the federal COBRA threshold), whose group health insurance is fully insured. |
| Maximum continuation | Up to 9 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Runs its own state-based marketplace: Pennie (https://pennie.com/). |
Source: Pennsylvania statute and department of insurance (www.legis.state.pa.us). This page is general information, not legal advice.
Why It Lands On You
The Pennsylvania 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 Pennsylvania 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. Pennsylvania 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 with at least 2 but fewer than 20 employees (below the federal COBRA threshold), whose group health insurance is fully insured.
Up to 9 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Covered employees (and their covered dependents) who were continuously insured under the group plan for at least three consecutive months before a qualifying event and who lose coverage due to a qualifying event such as termination of employment (other than for gross misconduct) or reduction in hours. The individual must not be eligible for other group coverage or Medicare.
No. Federal COBRA applies to employers with 20 or more employees, and the Pennsylvania 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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