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You are not typically required to continue group health benefits if the employees are out of work more than 12 weeks, which is the period of time the employees are protected under the FMLA, which does require that benefits be continued.
Unless you have a stated policy of continuing benefits for employees who are on leave but who were not injured on the job for more than 12 weeks, you would normally not be compelled to continue such benefits, but may provide the employees with a notice of termination of such benefits and a COBRA notice permitting them to elect COBRA continuing coverage.
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