Employers have no obligation under Connecticut law to offer long-term care insurance to their employees. However, if long-term care insurance is among the benefits offered, certain state law requirements limit how the plan may be designed.
All group long-term care policies must include a provision that allows the insured to continue coverage or convert to an individual long-term care policy or subscriber contract in the event of the cancellation, nonrenewal, or termination of the group policy or contract. Conversion is to be made without evidence of insurability and without preexisting conditions limitations or waiting periods, with an effective date that coincides with the date coverage ceased under the group plan (Regs., Conn. State Agencies Sec. 38a-528-4).
Any insured individual whose eligibility for group long-term care coverage is based on his or her relationship to another person must also be allowed to continue coverage under the group policy or convert to an individual long-term care policy or subscriber contract upon termination of the qualifying relationship as a result of death or dissolution of marriage.
If a group long-term care policy is replaced by another policy or contract issued to the same policyholder, the succeeding carrier must offer coverage to all persons covered under the previous policy or contract on the date of its termination. Coverage must be made available without evidence of insurability or preexisting conditions limitations or waiting periods and with an effective date that coincides with the termination of coverage under the preceding policy.