COBRA
COBRA is a federal program giving employees and their dependents the opportunity to continue their employer group health benefits for limited periods of 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.
Enrolling in COBRA
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.
How COBRA Works with Individual and Family Plans
If you currently have COBRA coverage or have access to it, be prepared to provide us the coverage information when you call us to enroll. We don't have COBRA information from your employer.
If you are enrolled in COBRA from a previous employer and aren’t Medicare eligible, voluntarily leaving COBRA before it expires won't grant you a Special Enrollment Period (SEP). Please call us at 1-866-322-2824 (TTY: 711) to speak with a Via Benefits licensed benefit advisor* to discuss your options if you're considering leaving COBRA before the term ends.
Be prepared to provide the following information. It helps us find coverage that meets your needs and budget:
Your group plan deductible
How much you've already paid toward your group plan deductible
How long your employer is offering COBRA coverage
Your COBRA coverage premium
How COBRA works with Medicare
If you have COBRA before enrolling in Medicare, COBRA typically ends when you become Medicare eligible.
If you're already Medicare eligible, you may enroll in COBRA; however, you'd be responsible for the Medicare Part B premium as well as the COBRA premium. You can leave COBRA at any time or wait until COBRA expires, at which time you'd have a SEP.
COBRA doesn't affect Medicare Parts A and B enrollment, nor does it grant an SEP to enroll in Part B when your COBRA ends. You must enroll in Part B when first eligible or during the eight-month window after leaving employer coverage based on active employment. Otherwise, you may receive a permanent Part B late enrollment penalty.
If you're leaving your COBRA coverage or your COBRA is expiring, call us to speak with a licensed benefit advisor about your Medicare Advantage, Medicare Supplement (Medigap), and Medicare Prescription Drug plan options. The benefit advisor can also discuss reimbursement arrangement eligibility with you.
Call Via Benefits for additional information on COBRA. You can also read more at medicare.gov.
*Our licensed benefit advisors specialize in health insurance for retirees. They go through annual training and certification to ensure they can help you make an informed and confident decision.