Protect Benefits. Preserve Trust. Continue Care Seamlessly.

Continuation of coverage refers to the option for employees, former employees, or eligible family members to temporarily maintain access to their group health plan after a qualifying event, such as termination of employment, reduction in work hours, divorce, or a dependent aging out of a plan. Under federal COBRA (Consolidated Omnibus Budget Reconciliation Act) and applicable state continuation laws, this right is available to those who meet eligibility requirements, unless the employee was terminated for gross misconduct.

COBRA continuation coverage is governed by federal law and enforced by the U.S. Department of Labor (DOL). It applies to medical, dental, vision and other health-related employee benefits and may extend coverage for 18 to 36 months depending on the life event. Qualified individuals pay the full COBRA premium, which includes the cost of coverage plus a 2% administrative fee. State continuation laws may expand or extend these benefits depending on the jurisdiction. For full details on rights, deadlines and premium payments, consult your plan administrator or visit the DOL's official website.

Continuation health coverage allows individuals to temporarily keep their group health insurance coverage after experiencing a qualifying event that would normally result in a loss of coverage. These events include job loss, reduction in hours, divorce, or other life events. Coverage is typically provided under federal COBRA rules or through state continuation programs, depending on employer size and state regulations.

isolved provides full-service Continuation Services to support the administration of federal COBRA and state continuation requirements. isolved manages the delivery of election notices, tracks eligibility, collects premium payments and provides a single point of contact for plan participants and human resources teams. This includes COBRA continuation coverage under federal law as well as compliance with ERISA, HIPAA and ACA. isolved helps reduce risk, improve accuracy and simplify COBRA administration for employers of all sizes. This content is provided for informational purposes only and does not constitute legal advice. For official guidance, refer to your plan documents or consult the U.S. Department of Labor (DOL) website.

A continuation benefit refers to the temporary extension of health coverage and other employee benefits to eligible individuals after a qualifying event such as job loss, reduction in hours, retirement, or divorce. These benefits are most often provided through COBRA continuation coverage or applicable state continuation laws. Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), group health plan sponsors are required by federal law to offer continuation options to covered employees, former employees and eligible family members following specific life events.

To access continuation benefits, the individual must meet eligibility criteria and complete the enrollment process by the deadline outlined in their election notice. Coverage typically mirrors the previous group health plan but is paid for in full by the enrollee, including any administrative fee. COBRA premium payments must be made on time to maintain coverage. Administration services for continuation benefits may be provided by a plan administrator or a third-party administrator like TASC. For questions related to COBRA or state continuation, refer to the official website of the U.S. Department of Labor (DOL) or contact your human resources department. This information is subject to ERISA, HIPAA, ACA and other applicable federal and state guidelines. This content is informational only and not a substitute for legal advice—see your plan documents for details.

Under federal COBRA regulations, employers with 20 or more employees on more than 50% of their typical business days in the previous calendar year are required to offer COBRA continuation coverage for group health plans.

For employers with fewer than 20 employees, state continuation laws (often called “mini-COBRA”) may apply. These vary by state and may have different requirements for employee count, coverage duration and eligible benefits.

isolved supports benefit continuation administration for organizations of varying sizes, including both federal COBRA and state continuation services. This includes managing eligibility, election notices and premium collection across applicable programs.