COBRA (Consolidated Omnibus Budget Reconciliation Act) provides employees with the option to continue their health insurance coverage after leaving employment. However, for employers with under 20 employees in South Florida, the federal COBRA rules typically do not apply. Here's what you need to know:

State Continuation Laws

Instead of federal COBRA, small employers in South Florida fall under Florida's state continuation laws. Known as “mini-COBRA,” these laws require employers to offer continued coverage to eligible employees, albeit with some differences from the federal regulation.

Eligibility Criteria

To qualify under Florida's mini-COBRA, employees must have been enrolled in the employer’s group health plan for at least three months before losing coverage due to employment termination.

Coverage Duration

Florida's continuation coverage lasts up to 18 months, similar to federal COBRA, providing a valuable safety net during transitions.

Notification and Communication

Employers are responsible for notifying eligible employees of their right to continue coverage. Clear and timely communication is essential to ensure compliance and support your employees effectively.

Premium Payments

Under mini-COBRA, employees typically pay the full premium amount, which can be up to 115% of the premium cost. It’s important to clearly communicate payment procedures to avoid disruptions in coverage.

Understanding these state-specific regulations ensures that small businesses in South Florida remain compliant and continue to support their employees effectively. For expert guidance, consider consulting with a benefits specialist familiar with local laws and requirements.