As Marketplace health plan premiums rise and subsidies shift, employers are seeing more requests from employees (and their spouses) to drop Marketplace coverage and enroll in an employer-sponsored health plan mid-year. While this may feel straightforward, Marketplace rules and employer plan rules do not always work the same way.
Marketplace Rules vs. Employer Plan Rules
Marketplace coverage, as part of the individual insurance market, is designed to adjust for changes in cost and affordability. Employer-sponsored health plans, however, follow specific federal rules that limit mid-year enrollment to defined HIPAA special enrollment situations.
Loss of Eligibility vs. Voluntary Termination
For employer health plans, mid-year enrollment requires a loss of eligibility for other coverage — not simply a choice to end that coverage. Voluntarily terminating Marketplace coverage, even due to higher premiums or reduced subsidies, does not create a HIPAA special enrollment right if the individual remained eligible to continue that Marketplace coverage.
In these situations, enrollment in the employer’s health plan must wait until the employer’s next open enrollment period, unless a separate HIPAA special enrollment event applies.
What Does Qualify
Examples of situations that may create a mid-year HIPAA special enrollment right include:

Loss of coverage due to job loss or a reduction in hours that ends eligibility
Divorce or legal separation resulting in loss of coverage under a spouse’s plan
A dependent aging off a parent’s plan at the plan’s limiting age
Exhaustion of COBRA coverage
A carrier exiting the market or discontinuing a specific product
Moving out of a plan’s service area so coverage is no longer available

Timing Matters
Even when a mid-year special enrollment right does not apply, employees may leave Marketplace coverage and enroll in an employer-sponsored health plan during the employer’s annual open enrollment period. Coordinating effective dates is important to avoid gaps in coverage.
Why This Matters for Employers
Understanding these distinctions helps employers:

Set clear expectations with employees
Avoid enrollment errors and inconsistent practices
Reduce the risk of claims issues or coverage disputes later in the year

If you have questions about mid-year enrollment requests or special enrollment rules, contact your INSURICA service team for guidance.
This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice.