Most employers are familiar with the federal COBRA law. However, many may not be aware that most states have also passed their own version of COBRA, popularly called mini-COBRA laws. While many of these laws are similar to federal COBRA, there can be important differences.
What employers have to comply with Missouri mini-COBRA?
Missouri mini-COBRA applies to employer group health plans for employers with fewer than 20 employees.
What are the qualifying events?
Missouri mini-COBRA qualifying events the same as federal COBRA. A qualifying event includes:
- Termination of employment (except for gross misconduct)
- Reduction of hours causing a loss of coverage
- Divorce or legal separation
- Death of the employee
- Enrollment in Medicare (employee only)
- Loss of dependent status
- Title 11 bankruptcy of the employer
Continuation coverage lasts for 18 months in the case of termination of employment or reduction of hours that causes a loss of coverage. Coverage for divorce, death, enrollment in Medicare, or loss of dependent status can last up to 36 months. For bankruptcy, coverage for retirees and their dependents is extended for the life of the retiree. Spouses and dependent children are eligible for up to 36 months of continuation coverage.
Who is a qualified beneficiary?
A qualified beneficiary is an employee, spouse or dependent that is covered by the plan on the day before a qualifying event.
Are there notice requirements?
There are no specific notice requirements in the Missouri law. However, employers and insurers should work together to inform employees of their right to continuation coverage.