Massachusetts program
Keep an insured work plan after coverage ends
A way to continue the same insured work plan after coverage ends [Massachusetts continuation].
What it is
A way to continue the same insured work plan after coverage ends [Massachusetts continuation].
Keeping the same plan can avoid a treatment-network change when work coverage ends. Massachusetts continuation fills a gap for some small employers. It can be expensive because you pay the premium.
Eligibility rules
- The plan must be issued by a carrier to an eligible small business. Termination, reduced hours and other listed events can qualify.
- Covered spouses and dependent children can be qualified beneficiaries. The employee can qualify after termination or reduced hours.
What you get
- The same health plan generally continues for up to 18 months, with the premium paid by you.
- At least 60 days to choose continuation after the later of coverage ending or the notice.
What the help covers
- Defined disability situations can extend coverage to 29 months. Certain dependent events can give 36 months.
- Federal COBRA is a separate route when its employer and plan rules apply.
- You pay up to 102% of the group cost. After electing, you have 45 days to make the first payment, which covers the months back to when coverage ended; later payments have a 30-day grace period.
If you decide to apply
- Ask human resources for the continuation notice, monthly price, election form and deadline in writing.
- Have the plan documents and coverage-ending date ready.
- Ask the financial counselor to compare this plan with MassHealth and Health Connector options.
The carrier, through the employer · Official page ↗
After you ask
- The notice identifies the price and election date. The minimum election period starts with the later of the notice or coverage loss.
Good to know
This state rule covers businesses with 2–19 eligible employees. It does not cover a one-employee business or a self-funded employer plan.
Other details
- A familiar insurance card does not show whether a work plan is insured or self-funded. Human resources can identify the plan’s legal funding type.
Official sources
“Could our work plan continue under Massachusetts law, and how would its price compare with a Connector plan? Could you help us check the notice and decide whether to elect it?”
Why I’m asking: I want to weigh the cost of keeping the same treatment network against changing plans.
More background and detailed requirements
Additional program information and published rules
Who does what
The three parts, side by side. The agency decides; nobody on this page does.
You
Ask for the notice, elect inside the window and pay the premium.
Your social worker
Human resources issues the notice and the election form.
The care team
Records and letters when the application asks for them.
- Who decides
- The insurance carrier, through the employer.
- Ask HR
- “Is our plan carrier-issued and is the business between 2 and 19 eligible employees? If so, please send me the state continuation notice and election form in writing.”
How to apply
First step: Ask human resources in writing for the continuation notice, the price and the election date.
- Ask human resources for the continuation notice in writing before the last day of coverage.
- Diary the election date; it is at least 60 days from the later of the loss or the notice.
- Compare the premium with a Health Connector plan before you elect, but do not miss the date.
Official application / program page ↗
Where it starts: Ask human resources in writing for the continuation notice and the election form, and diary the 60 days.
What to gather
- The plan documents
- The date coverage ends
- The notice when it arrives
How long: At least 60 days to elect from the later of the coverage ending or the notice.
What a yes looks like
A notice with the monthly cost and a date, and the same cards continuing.
What a no looks like, and the next move
If the employer says the plan is self-funded, ask for that in writing and look at federal continuation and the Health Connector instead.
Watch out
- The range is 2 to 19 eligible employees; a one-employee business is excluded.
- A self-funded employer plan is outside this chapter; federal continuation is the question there.
- Elect inside the window even while you compare, because the date does not move.
The numbers and the rules
The arcane layer, kept on purpose. Checked September 11, 2026.
What it is worth
Continuation on a carrier-issued small-group plan: generally 18 months, 29 or 36 in defined situations, with at least 60 days to elect.
- $18 — Ordinary continuation after termination or reduced hours
- $29 — Extended period in defined disability situations
- $36 — Extended period for defined dependent situations
- $60 — Minimum election period
Covers: The same plan, continued
Legal protection: Qualified beneficiaries include the covered spouse and dependent children, and the employee for termination or reduced hours
What it costs the family: You pay the premium. The law sets the offer, not the price.
The eligibility facts, as published
- Employer
- a health benefit plan issued to a business with 2 to 19 eligible employees
- Plan type
- carrier-issued insurance, hospital service plans and health maintenance contracts; not self-funded employer plans
- Event
- termination, reduced hours and the other qualifying events in the statute
- Residency
- Massachusetts
The trap: The election period runs at least 60 days from the later of the coverage ending or the notice. Do not let it pass while you decide; you can elect and then change route.
Where I read this
- M.G.L. c. 176J §§ 1, 9 — small-group continuation — Massachusetts General Court, read September 10, 2026