COBRA Eligibility
COBRA is a federal program that gives employees and their dependents the opportunity to continue their employer-sponsored group health benefits for a limited time when coverage would otherwise cease. You generally have 60 days to enroll in COBRA once your employer-sponsored benefits end. You will receive a notice from your employer with details about the enrollment deadlines. Once you elect COBRA coverage, it’s retroactive to your last day worked. COBRA insurance isn't typically subsidized by the employer, which means you may pay the full cost of the group premium.
Speak to your employee benefits center or to your employer’s human resources department to confirm your COBRA eligibility. You may be eligible for COBRA if:
Your employment is terminated (includes retirement).
Your hours are reduced (includes leaves, layoffs, and furloughs).
You're covered under your spouse’s plan, and your spouse passes away.
You lose coverage due to divorce.
You're covered under a parent's plan, and the parent passes away.
You're a dependent child and lose coverage due to aging out.
COBRA requires that continuation coverage extend from the date of the qualifying event for a limited period of 18 or 36 months, depending on the nature of the event. A plan, however, may provide longer periods of coverage beyond the maximum period required by law.