Federal COBRA is a federal law that lets you keep your group health plan when your job ends or your hours are cut. COBRA insurance is a form of health coverage provided by a company to a former employee and their spouse and dependents. COBRA only applies in situations when an employee would lose their coverage due to layoff, termination, or another change in the employee's employment status. If the qualifying event is the employee's quitting, termination, or reduction in hours, COBRA benefits last for 18 months. COBRA also doesn't apply to certain church plans. An employee (or spouse or dependent) who continues benefits through COBRA must pay the full cost of coverage. However, the statute does not provide a concrete definition of a group health plan. Find a plan that suits your needs at Healthcare.gov. COBRA does not apply to such a plan. Sometimes, the content of the notices is deficient. A qualified beneficiary has about two months after the date for coverage termination to elect COBRA coverage. For example, if Mary is receiving COBRA benefits through her husband John, after he was laid off from work, she and John would be entitled to 18 months of benefits. The plan administrator must do this within two weeks of being notified that the qualifying event occurred. Most assume that it is the responsibility of the plan administrator to provide the initial notice. According to the statute, the group health plan is required to provide the initial notice. For this reason, it is good to start researching COBRA plans as soon as you are aware that a qualifying event may occur. In other cases, the notices are not delivered at all. How long do I have to elect COBRA Coverage? The qualifying events greatly determine the period of COBRA benefits. The coronavirus global pandemic has left millions out of work and thousands of businesses shuttered. The original COBRA term can be extended up to 11 months if the covered employee becomes disabled in the first 60 days of COBRA continuation coverage. It can last up to 36 months. ), Copyright ©2021 MH Sub I, LLC dba Nolo ® Self-help services may not be permitted in all states. The information provided on this site is not legal advice, does not constitute a lawyer referral service, and no attorney-client or confidential relationship is or will be formed by use of the site. Besides gross misconduct, the context of a reduction of hours or termination is irrelevant when it comes to the COBRA statute. COBRA does not apply to the group health plan for the federal government. The COBRA law gives employees the option to retain their workplace health insurance a little longer, so they have time to find health insurance coverage that works well for them. Qualifying event notices usually include the following: The covered employee or the qualified beneficiary is required to notify the plan administrator within two months of a triggering event occurring. Do Not Sell My Personal Information, , J.D., University of Missouri School of Law. How Long Does COBRA Coverage Last? The dependent ceases to be a dependent child under GIC eligibility rules HOW LONG DOES COBRA COVERAGE LAST? The employer is required to notify the plan administrator within one month of the date of a qualifying event. Losing employer-provided health insurance is one of the "qualifying events" that allows you to enroll in a plan on these exchanges. In addition, dependents can elect COBRA if … The mishandling of the notices is a major cause of liability and litigation for plans. Cobra does not administer federal COBRA is covering the plan administrator is required notify. 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