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Compliance

What is COBRA?

The Consolidated Omnibus Budget Reconciliation Act (COBRA), requires employers with 20 or more employees are legally required to offer COBRA coverage. If an employee experiences a qualifying event—such as job loss or a reduction in hours—that results in the loss of their group health coverage, they must be given the option to continue their coverage, along with any covered dependents, at their own expense. COBRA compliance is essential due to its strict and complex regulations. Self-administering COBRA can be risky, as non-compliance may result in significant financial penalties.

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Legal Requirement – Employers with 20 or more employees must offer COBRA continuation coverage to eligible individuals after a qualifying event.

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Employee Responsibility – COBRA participants must pay the full premium, plus an administrative fee, to maintain their health coverage.

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Strict Deadlines – Employers must provide timely COBRA notifications, and employees have a limited window to elect coverage to remain compliant.

COBRA

Peace of Mind

COBRA regulations are complex and can be challenging to manage. Our technology allows employers to stay compliant by ensuring all transactions are processed efficiently and accurately, reducing potential liability in this highly regulated space.

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COBRA Compliance Services We Offer

  • Notify every employee and every covered spouse of their rights under COBRA when they first enroll in your group benefit plan(s).
  • Notify employees and spouses of their continuation rights, benefits and premium rates within 14 days of a COBRA Qualifying Event.
  • Generate premium collection notices via coupons or monthly invoices.
  • Notify COBRA participants of any annual benefit changes at renewal.
  • Extend Qualified Beneficiary’s continuation period by 11 months for Social Security Disabilities.
  • Provide HIPAA Certificate of Creditable Coverage.
  • Archive all documents for a minimum of 7 years.
  • Provide monthly reports detailing all administration activity.
  • Provide open enrollment packets to COBRA participants and qualifiers in their waiting period.
  • Notify employees and spouses of their continuation rights, benefits and premium rates within 14 days of a COBRA Qualifying Event.