Some states have enacted "mini" COBRA laws similar to the federal one. I have found the federal government more helpful in contacting employers. For State or Federal government problems with COBRA, group health plans are governed by ERISA, which requires plans have written rules outlining how workers become entitled to benefits.
Don't forget to compare health insurance plans.
Arizona: Arizona's mini COBRA law requires an employer to offer continuation coverage to covered family members of a named insured who lose coverage due to the death or divorce of the named insured (Sec. 20-1377, as amended by Ch. 251 (S. 1321), L. 1997).
Arkansas: The Arkansas mini COBRA law requires employers with 2-19 employees to offer COBRA for 4 months. Title 23, Chapter 86 (Section 23-86-114, 23-86-115, 23-86-116).
California:Cal-COBRA requires every group health plan contract
providing health and disability coverage to small employers with 2 to 19 eligible employees. California Health and Safety Code Section 1363.06 enforced by the Department of Managed Health Care. California Insurance Code Section 10128.50 - 10128.59, California Continuation Benefits Replacement Act enforced by the California Department of Insurance (depending if your group coverage is an HMO).
Connecticut: As of May 5, 2010, new legislation, extends to a maximum of 30 months (from 18 months) Connecticut’s COBRA continuation coverage requirements for employees and their dependents who have a COBRA qualifying event. House Bill 6266, Public Act 97-268, Public Act 10-13 enforced by the Connecticut Insurance Department.
Colorado:The Colorado Continuation/Conversion plan applies to employees of any employer group policy where COBRA doesn’t apply. Colorado Continuation may continue for a maximum period of 18 months or until the covered participant becomes eligible for other group coverage. Colorado Revised Statutes 10-16-108 enforced by the Colorado Division of Insurance.
Florida: The Florida Mini Cobra Law, entitles individuals a continuation of coverage for groups with 2-19 full-time employees. Eligible participants must request the extension within 30 days of termination. Florida Statute Title XXXVII Chapter 627.6692 Florida Health Insurance Coverage Continuation Act (FHICCA).
Georgia: The Georgia Mini Cobra Law requires employers with 2-19 employees to offer COBRA continuation coverage. It lasts for the remaining days in the month that you lose your coverage plus 3 more full months. To qualify you must have been enrolled for at least 6 months. If the employee was fired "for cause," they don't have to be offered COBRA continuation coverage. Code of Georgia Annotated Title 33, Chapter 24, Sections 33-24-21.1 and 33-24-21.2.
Hawaii: There is no Hawaiian mini COBRA law as of yet. However if you can't work because you are sick, you can have your insurance coverage continued for 3 months. Hawaii Revised Statutes
Title 21, Chapter 393, Sections 393-11 through 393-16. enforced by the Department of Commerce & Consumer Affairs (DCCA).
Idaho: The Idaho mini COBRA law mandates
an employer must offer family members or dependents of employees who are covered under a group policy continuation benefits after the death of the covered employee. An employer must also offer continuation coverage to employees and dependents who are totally disabled at the time coverage terminates (Sec. 41-2202 and 41-2213). Coverage is extended no less than 12 months beyond the date the policy terminates is considered to be reasonable (Sec. 2213).
Illinois: The Illinois Mini COBRA law covers plans of any size, and Employee and covered dependents must be covered for 3 continuous months before a qualifying event. Coverage last for 12 months for former employees, and 24 months for dependents and spouses. Illinois Insurance Code 215 ILCS 5/367e. 367.2 for spouses. 367.2-5 for dependents.
Indiana: The Indiana mini COBRA law requires eligible beneficiaries to continue coverage no longer than 12 months. Premiums for such coverage may not exceed 102% of the rate charged eligible employees.
Iowa: The Iowa Mini Cobra law provides for continuation and conversion of group insurance. the provisions are not identical to Federal Cobra. For high risk applicants, consider the Iowa Comprehensive Health Association. Employer plans of from 2-19 participants can qualify for 9 months. Iowa Statute Title XII Chapter 509B.
Maine:Maine's mini-COBRA state law allows for plans with 2-19 employees to qualify for 12 months. Statute 24-A,Chapter 36 of the Maine Continuity of Health Insurance Coverage regulation.
Maryland:Maryland mini-COBRA law mandates plans with 2-19 employees can qualify for up to 18 months if the employee is terminated without cause. Employees terminated for cause are entitled to receive 6 months of continuation coverage. Must have been covered under the group contract and been employed for 3 months. All employers in Maryland who offer group health insurance are required to offer conversion coverage to their employees without providing evidence of insurability. There are no limits on premiums charged and benefits may be severely limited.
Massachusetts:Massachusetts mini COBRA requires Plans with 2-19 employees can qualify for 18 months. Employers contact Regulated Industries Division 1-617-727-2200. Chapter 176, Section 9 of 22.
Michigan: The Michigan mini COBRA law requires an employer to provide continuation coverage to dependent children of a covered employee who would lose coverage due to attainment of a specified age and who are incapable of self-support due to mental or physical disability (Sec. 24.12264).
Minnesota: Under Minnesota mini COBRA, plans with 2-19 employees can qualify for 18 months. Minnesota Statutes Chapter 62A-17
Mississippi:Mississippi mini COBRA law mandates plans with 2-19 employees can qualify for 12 months. Insurance Code 83-9-51 of 1972.
Missouri:Missouri mini COBRA law mandates group health policies to continue for a period of time after termination of employment. This
applies to employees employed by an employer with less than 20 employees and allows an
employee to continue his group health coverage for 9 months. Missouri Revised Statute Chapter 376 Section 376.428
Montana: The Montana mini COBRA law requires an employer to offer continuation coverage to employees and dependents when the covered person's regular work schedule is reduced to less than the minimum time required to qualify for coverage. Coverage generally lasts for 1 year (Sec. 33-22-503 and 33-22-507).
New Jersey: The New Jersey mini Cobra law applies to employer groups where there are fewer than 20 employees.
Only the former employee has a right to elect continuation when there is a loss of coverage due to involuntary termination of employment. Dependents do not have an independent right to elect continuation when the loss of coverage is due to involuntary termination of employment but may independently be eligible as assistance eligible individuals. New Jersey State continuation applies to church plans also. Email questions, or call 1-609-292-7524. Reg Chapter 17B, Section 27-60
New Mexico: The New Mexico mini Cobra law mandates plans with 2-19 employees qualify participants for 6 months. Title 13, Chapter 10, Part 11.31. http://www.nmcpr.state.nm.us/nmac/parts/title13/13.010.0011.pdf
New York: The New York Mini COBRA Law or Guaranteed issue law that require insurers to cover anyone who applies, and plans with 2-19 employees can qualify for 36 months following termination of employment. New York’s law does not apply self-insured employers. Employers are required to provide notice to terminated employees in a detailed COBRA letter and with all the recent changes to COBRA, state and federal. Article 32 of the New York Insurance Regulation.
North Dakota:North Dakota mini COBRA mandates plans with 2-19 employees can continue coverage for 39 weeks. 26.1-36-23. Continuation of group hospital, surgical, and major medical coverage
after termination of employment or membership.
Ohio:Ohio mini COBRA requires employees to be terminated from employment involuntarily, have had three months of prior continuous coverage, and be eligible for Unemployment Compensation to qualify. Section 3923.38, Ohio Revised Code Titled: Employee's privilege to continue coverage upon termination of
Oklahoma: The Oklahoma Mini COBRA law Plans with 2-19 employees can qualify for up to 4 months or 6 months with a disability. Oklahoma Statute Title 36, Chapter 1, Article 45.
Oregon: Under the Oregon mini COBRA law companies classified as a small business for the purpose of receiving health coverage must offer their employees an additional 9 months of continuation coverage
Pennsylvania: On June 10, 2009, The Pennsylvania mini COBRA law required plans with 2-19 to offer eligible individuals continuation of their group plan medical benefits
coverage (at their own cost) for up to nine months.
Rhode Island: The Rhode Island mini COBRA Law, § 27-19.1-1, applies if an employee was laid off from his/her job. For those eligible, health insurance coverage can continue for up to 18 months.
South Carolina: The South Carolina mini COBRA Law requires plans with 2-19 to allow employees to qualify for 6 months. A second COBRA election period may be available for TAA (trade dislocated worker) eligible people who
did not elect COBRA when it was first offered.
South Dakota: With the South Dakota mini COBRA Law, participants in plans with 2-19 employees can qualify for 18 months. Title 58, Chapter 18, 7.5
Tennessee: The Tennessee mini COBRA Law, mandates participants in plans with 2-19 employees can qualify for 3 months. Title 56, Chapter 7, Section 2312 - Tennessee Cobra Regulations.
Texas: Participants with 2-19 employees can qualify for 6 months. Texas's mini COBRA Law requires an employer to offer continuation coverage to employees and dependents whose coverage is terminated for any reason except involuntary termination for cause (Sec. 1(d), as amended by Ch. 837 (H. 710), L. 1997).
Vermont: In Vermont's mini COBRA Law, plans with 2-19 employees can qualify for 6 months.
Title 8, Chapter 107, Section 4090a through 4090g.
Virginia: The new Virginia Mini Cobra law extends duration of the continuation option from 90 days to 12 months and requires all employers to provide written notice for obtaining continuation or conversion of the group policy within 14 days of the employer becomes aware the person is ineligible under the group health insurance policy..
Washington DC:Washington DC's mini COBRA law extends health insurance benefits for eligible members of a small employer with fewer than 20 employees for a period of three months following the loss of health insurance coverage. Eligible employees pay the full price of their health insurance and the cost may not exceed 102 percent of the group rate. Title 32. Labor, Chapter 7A. Health Coverage Continuation, § 32-731. Definitions.
Washington State: Washington mini COBRA law requires employers to offer continuation coverage to all persons covered by a group health plan (Sec. 48.21.250).
Continuation coverage must be for a period "agreed upon" (Sec. 48.21.260).
West Virginia:West Virginia mini COBRA law requires plans with 2-19 employees to offer participants and dependents 18 months of extended coverage.
West Virginia Code at Chapter 33, Article 16, Section 33-16-3 and Article 16A, Sections 33-16A-1 through 33-16A-14.