Enrolling in COBRA
COBRA is a federal program giving employees and their dependents the opportunity to continue their employer group health benefits for a limited time when coverage would otherwise cease. COBRA insurance isn't typically subsidized by the employer, which means you may pay the full cost of the group premium.
You generally have 60 days to enroll in COBRA. Once you elect COBRA coverage, it’s retroactive to your last day worked.
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.