NEDA TOOLKIT for Parents
COBRA rights checklist
This is a list of requirements that employers must follow to inform their group health plan beneficiaries
(employees, spouses, dependents) of their rights under the Consolidated Omnibus
Budget Reconciliation Act (COBRA).
Required notices
Model general and election notices available at
www.dol.gov General Rights Notice (must be sent within 90
days of enrollment into a group health plan -
health, dental, vision, flexible spending account)
Specific Rights Notice (Election notice - the plan
administrator must provide the notice within 14
days after receiving notice of a qualifying event)
Conversion Rights Notice (must be sent 180 days
prior to the end of the maximum continuation
period) Notice of Unavailability (must be sent when the
plan administrator denies coverage after receiving
notice and explain why continuation coverage is
not available)
Notice of Termination of COBRA Rights (must be
sent when COBRA coverage terminates before the
end of the maximum COBRA period)
Enrollment into group health plan
Send General COBRA notice addressed to covered
employee and spouse, if applicable, to home
address within 90 days of enrollment into group
health plan
Send General COBRA notice to covered spouse if
added during open enrollment or qualified event
Types of qualifying events for COBRA
eligibility Employee Termination
Employee Reduction in Hours
Employee Death
Entitlement to Medicare
Employee Divorce or Legal Separation
Loss of Dependent Child Status
Length of coverage available
18 months (Employee Events)
36 months (Dependent Events)
29 months (Disability Extension periods)
Payment of COBRA premiums
Premiums are due the first of the coverage month.
An administrative charge may be added to the
monthly premium. There is a 30-day grace period
to make payments. This begins on the second day
of the coverage month. For example, September’s
grace period expires on October 1, not September
30. Reasons for terminating COBRA coverage
The maximum continuation period has been
reached. The Qualified Beneficiary fails to make a timely
COBRA premium payment.
The Qualified Beneficiary is covered under
another group health plan AFTER the election of
COBRA. The Qualified Beneficiary is no longer disabled
after the start of the 11-month extension has
begun. The Employer ceases to provide any group health
coverage to any covered employee.
The Qualified Beneficiary has become entitled to
Medicare, part A or B (For purposes of Medicare,
ELIGIBLE means the person has attained the age
of 65. ENTITLEMENT means the person has
actually become enrolled under Medicare).
Open enrollment
During open enrollment, the same information
and enrollment options must be communicated to
COBRA Qualified Beneficiaries as to active
employees. This includes allowing Qualified
Beneficiaries the ability to enroll under a new
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