Small companies with health plans may soon be seeking help to handle heavier administrative duties under the federal COBRA rules. COBRA, you may know, requires employers with 20 or more employees (less in some states) to continue providing health insurance after an employee leaves, voluntarily or not. But since former employees must pay the entire premium themselves (plus a 2% servicing fee), only about 1 in 5 opt to continue COBRA coverage that averages $388/month for individuals and $1,069 for families.

“As if there weren’t enough administrative duties associated with COBRA already, hold onto your business hats,” says employer services firm Mangrove. The new economic recovery bill unveiled last week in Congress would have Uncle Sam pay a big chunk of the premium for people who’ve become jobless since last September. While the cash would come from Washington, notification and other backoffice chores would likely be yours.

As a result, even more small to mid-size businesses will seek help from outside firms such as Mangrove that already have seen recession-bucking growth from red-tape weary firms. Businesses subject to COBRA must send specified notices to employees about coverage, and there are stiff government penalties for failing to comply. The Guide to COBRA Requirements for Small Business at Business.com can help get you grounded. The non-profit consumer health advocacy group Families USA issued this report recently on unemployment benefits and health costs.