Managed Benefits · Vermont
Vermont 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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Vermont Continuation, In Brief
| State law | 8 V.S.A. sections 4090a, 4090b, 4090c (Chapter 107, Health Insurance) |
| Employers covered | Vermont private employers of any size that sponsor a group health plan but are not eligible for federal COBRA (in practice, employers with fewer than 20 employees). Fully-insured group health and dental plans. |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Runs its own state-based marketplace: Vermont Health Connect (https://portal.healthconnect.vermont.gov/). |
Source: Vermont statute and department of insurance (legislature.vermont.gov). This page is general information, not legal advice.
Why It Lands On You
The Vermont 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 Vermont 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. Vermont 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. Vermont private employers of any size that sponsor a group health plan but are not eligible for federal COBRA (in practice, employers with fewer than 20 employees). Fully-insured group health and dental plans.
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Any person whose coverage under a group health insurance plan is terminating because of a qualifying event: loss of employment or reduction in hours; divorce, civil union dissolution, or legal separation; a child ceasing to qualify as a dependent; or death of the covered employee. Not eligible if covered under another group plan or Medicare, or if the job ended due to misconduct.
No. Federal COBRA applies to employers with 20 or more employees, and the Vermont 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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