Managed Benefits · Wyoming
Wyoming 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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Wyoming Continuation, In Brief
| State law | Wyo. Stat. Ann. section 26-19-113 (Continuation of group coverage after termination of employment or membership) |
| Employers covered | Non-COBRA group policies (groups not subject to federal COBRA, i.e. generally small employers under 20 employees) with fully-insured hospital/surgical/major medical coverage. |
| Maximum continuation | Up to 12 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Uses the federal marketplace, HealthCare.gov (Wyoming does not run a state-based exchange). |
Source: Wyoming statute and department of insurance (law.justia.com). This page is general information, not legal advice.
Why It Lands On You
The Wyoming 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 Wyoming 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. Wyoming 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. Non-COBRA group policies (groups not subject to federal COBRA, i.e. generally small employers under 20 employees) with fully-insured hospital/surgical/major medical coverage.
Up to 12 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
Employees, members, or covered eligible dependents whose group coverage would otherwise terminate due to termination of employment or membership or loss of eligibility, and who were continuously insured under the group policy for the entire three-month period ending with termination. Not available to those covered by Medicare (excluding spouse/dependents) or another group arrangement.
No. Federal COBRA applies to employers with 20 or more employees, and the Wyoming 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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