How does Service 1st Benefits support my business during open enrollment?

We personally manage the entire open enrollment process — from educating employees to handling enrollment forms and answering plan questions. Our goal is to make open enrollment smooth and stress-free for everyone.

Can employees contact you directly for help?

Yes. Employees can reach out to us anytime for questions about claims, coverage, ID cards, or plan details. We act as your team’s benefits partner, not just your broker.

What size businesses do you work with?

We specialize in serving small and medium-sized businesses, typically ranging from 1–200 employees. If you’re growing or planning to expand, we help scale your benefits as your team grows.

Do you handle communication with insurance carriers for us?

Absolutely. We take care of claims issues, employee changes, renewals, and any carrier communication so you don’t have to spend hours on hold.

Do you offer voluntary or supplemental benefits?

Yes. We can provide optional add-ons like disability, accident, or critical illness insurance to enhance your benefits package at little or no cost to the employer.

What types of group benefits do you offer?

We provide comprehensive group health, dental, vision, and life insurance options for small and medium-sized businesses. We help you compare plans, handle enrollment, and manage carrier communication.

What information do you need to provide a quote?

We typically need: Number of employees Basic employee census (age, gender, ZIP code) Current plan (if applicable) Desired benefits or coverage goals We keep the process as simple as possible.

Do you charge fees for your services?

No. Our services — including plan comparison, open enrollment, and year-round support — are provided at no additional cost to your business.

What Happens to a Dependent's Coverage When They Turn 26

Service 1st Benefits

3 days ago

2 min read

Turning 26 doesn't just mean losing coverage on a parent's plan overnight — the actual cutoff date, and what happens next, both have more nuance than most people expect.

The Federal Rule: Coverage Until the 26th Birthday

Federal law requires a health plan that offers dependent coverage to make it available until the dependent turns 26. That's the floor — the plan only has to cover the dependent through the day before their 26th birthday. Many employer plans go further and keep coverage through the end of the month in which the dependent turns 26, but not every plan does.

The Exact Date Is a Plan Choice

Whether a specific plan ends dependent coverage on the birthday, at the end of that month, or later is set in the plan's own documents, and some plans are more generous than others. That's why the exact date is worth confirming directly rather than assuming.

Turning 26 Opens a Real Enrollment Window

Losing coverage this way is a qualifying life event, which means the dependent doesn't have to wait for the next open enrollment to get covered elsewhere. They get 30 days to enroll in their own employer's plan if one's available, or 60 days to enroll in a Marketplace plan.

COBRA Is Also an Option

The dependent also has the option to elect COBRA and keep the exact same plan they're aging off of, for up to 60 days to decide. It's usually the most expensive option since it means paying the full premium, but it keeps continuity of coverage and network while other options are sorted out.

What to Actually Do

Don't wait until the birthday to find out the exact cutoff date. Checking with the parent's HR department or the carrier around 90 days ahead of the 26th birthday is enough time to know the real date and line up next steps — whether that's a new employer's plan, a Marketplace plan, or COBRA — before any gap opens up.

Final Thoughts

Turning 26 is a guaranteed transition, not a surprise — but the exact timing and the options available depend on plan design choices that aren't the same everywhere. Confirming the specifics ahead of time is what turns a known milestone into a smooth handoff instead of a scramble.