Managed Benefits · South Carolina
South Carolina 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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South Carolina Continuation, In Brief
| State law | S.C. Code Ann. section 38-71-770 (Mandatory continuation privileges) |
| Employers covered | Fully-insured group health plans of employers with fewer than 20 employees (federal COBRA covers 20+). Self-funded plans are excluded regardless of size. |
| Maximum continuation | Up to 6 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses the federal marketplace, HealthCare.gov (South Carolina does not run a state-based exchange). |
Source: South Carolina statute and department of insurance (www.scstatehouse.gov). This page is general information, not legal advice.
Why It Lands On You
The South Carolina 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 South Carolina 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. South Carolina 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 plans of employers with fewer than 20 employees (federal COBRA covers 20+). Self-funded plans are excluded regardless of size.
Up to 6 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Any employee or member (and dependents, spouses/children losing coverage by death, divorce, or loss of dependent status) who has been continuously insured under the same employer's group policy for at least six consecutive months and whose coverage ends for a reason other than nonpayment of premium.
No. Federal COBRA applies to employers with 20 or more employees, and the South Carolina 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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