Yes, Open Enrollment Is Required—We Just Make It Easier

Each year, when your group health plan renews, you’re required by law to notify all COBRA participants and coverage continuants about open enrollment. That includes:

• COBRA-qualified beneficiaries

• State continuation members

• Retirees on billing

• Employees on leave of absence

Sounds like a lot? It can be. That’s where we come in.

CobraHelp’s EasyOE service takes the stress and paperwork off your plate—so your team can focus on everything else.

What Is EasyOE?

EasyOE is our open enrollment communication service—available to any client enrolled in any of our services. It handles everything related to continuation coverage renewal from start to finish:

• Notices and custom letters

• Plan changes and rate updates

• Coverage forms and summaries

• Delivery, follow-ups, and reporting

It’s available as an add-on to our COBRA Administration, Retiree Billing, or Leave of Absence Billing services. Whether you’re managing a few participants or hundreds, we’ve got you covered.

What’s Included with EasyOE?

• ✅ Custom open enrollment letter sent to COBRA participants, retirees, and LOA employees

• ✅ Enrollment forms and instructions

• ✅ Updated plan summaries and renewal rates

• ✅ Delivery method of your choice

• ✅ Tracking of completed packets

• ✅ Follow-ups with participants who respond

• ✅ Reporting of all changes to you, your carrier, or broker

• ✅ Fully compliant processes in all states

You’ll receive full documentation and support throughout the process. No gaps, no guesswork.

Pricing and Deadlines

Contact us for current pricing and options.

Let Us Handle Your Next Open Enrollment

If your HR team is already stretched, this service cuts overhead costs, and saves hours of admin time, —not to mention the risk of non-compliance.

Got questions? Want to get started? Just give us a shout.

📞 866.946.5181
📧 cs@mycobrahelp.com

Why COBRA Support Shouldn’t Be So Stressful

Managing COBRA shouldn’t feel like you’re running compliance drills every week. Still, it often does—especially if you’re stuck chasing timelines, decoding federal rules, or relying on a vendor who doesn’t pick up the phone. At MyCOBRAHelp, we make it easier. Like, actually easier.

We’re built around one thing: helping HR teams, brokers, and employers keep things simple, compliant, and totally manageable—without losing sleep over the details.

Why You Should Choose CobraHelp

Let’s just say this upfront: we’re not bundling in extra stuff you don’t need. And we’re not here to push packages just to hit sales goals.

Instead, we’re one of the few third-party administrators in the country focused solely on COBRA and continuation coverage. That means our service doesn’t get watered down—it stays focused, compliant, and properly supported.

You get a real team that’s sharp on the law, helpful when things go sideways, and genuinely responsive when you need answers. COBRA shouldn’t be a guessing game—and with us, it’s not.

What Makes Our Service Easier

Forget paper trails, long waits, and call center dead ends. Here’s what you can expect when you work with CobraHelp:

• Clean, user-friendly online portal – Report events, view bills, upload rate changes, and generate reports in seconds.

• Initial Rights Notification – We’ll take care of IRN delivery (so you’re not scrambling to stay compliant).

• Full COBRA notice handling – Qualifying event tracking, timely notices, and election period support.

• Billing done right – We send the invoices, collect premiums, and track grace periods—no extra charges, no confusion.

• Enrollment that just works – Once an election is in, we handle the rest: notification, reinstatement, and system updates.

• Termination audits – We help you avoid coverage overlaps and missed deadlines by checking every cancellation.

• Open Enrollment? Covered. – Participants get full access, timely updates, and clear options—without the hassle.

• Live support from real people – No bots, no phone mazes. Call or click, and get the answers you need.

Custom-fit Plans with Straightforward Pricing

You shouldn’t pay for services you don’t use. Our plans are built to fit around your actual needs, not force you into a mold.

Need help with just the basics? We’ve got it. Want full-service COBRA administration plus a few extras? We do that too. And since everything’s modular, you only pay for what you pick. The result? Lower overhead, better fit, and less to worry about.

[Download and print COBRA service pricing here.]

COBRA Administration Features—At a Glance

🖥️ Online Dashboard for Employers, Brokers & TPAs

Our self-serve portal lets you manage COBRA events, coverage changes, and premium details in one place. Intuitive, secure, and available anytime.

📬 Initial Rights Notifications Handled for You

No more scrambling. We generate and send all federally required IRNs for new plan enrollees—accurately and on time.

📨 COBRA Notices & Election Period Tracking

Our system tracks every qualifying event, sends the right notices, and keeps tabs on each election window—automatically.

✅ COBRA Enrollment Support

Once a participant elects coverage and pays their first premium, we handle reinstatement notifications and system updates.

💸 Billing & Premium Collection

We send out invoices monthly, track payments, manage grace periods, and forward premiums to you—so there’s no loose ends.

🧾 Coverage Termination Audits

Need to end COBRA coverage? We make sure the cancellation is processed accurately and sent to the right carriers, on time.

📈 Renewal Rate Support for Brokers

We notify COBRA members when plan rates change during renewal—keeping participants informed and brokers supported.

📞 Real Human Support

Have a question? Something urgent? You’ll reach a real expert—no call center scripts, just straightforward help from people who know COBRA inside and out.

Brokers, TPAs, and Employers—We’ve Got You

Our services aren’t just made for big HR teams. We work with independent brokers, small TPAs, and growing employers too.

Whether you’re referring clients or managing multiple groups, we keep your reputation protected, your compliance tight, and your clients happy.

Want to set up white-label services? Or need a trusted partner to handle COBRA cases without risk to your name? That’s what we do.

Still Have Questions? Let’s Talk

No pressure, no pushy sales pitch—just a real conversation about what’s working (or not) for you.

We’re based in Denver, and we’ve been at this for more than 30 years. Call or click to speak to someone who actually knows what they’re talking about.

What is a Qualifying Event?

A Qualifying Event—commonly referred to as a QE—is a specific situation that causes someone to lose their group health plan. When that happens, COBRA rules may allow them to continue coverage temporarily.

These events are clearly defined, and each one determines which family members are eligible for continuation, and for how long. It’s worth noting that while COBRA sets the minimum standards, some plans may extend those timelines or contribute toward the cost of coverage.

For Covered Employees: Two Main Triggers

If you’re the employee listed on the health plan, two qualifying events apply—so long as they lead to a loss of coverage:

• Employment ends for any reason except gross misconduct.
  
• Your hours are reduced below the threshold required for coverage.

In both cases, COBRA continuation coverage must be offered.

For Spouses and Dependents: A Few More Situations

A spouse or dependent child can also become eligible for COBRA if they lose coverage due to one of these events:

• The employee’s job ends (again, not for gross misconduct).
  
• The employee’s hours are significantly reduced.
  
• The employee becomes eligible for Medicare.
  
• Divorce or legal separation from the employee.
  
• The employee passes away.
  

Each of these events impacts eligibility differently, but all may trigger the option to extend group health coverage under COBRA.

For Dependent Children: One Additional Event

There’s one more situation for dependent children: aging out of coverage.

Most plans must cover children until age 26. After that, if the plan no longer considers them eligible as dependents, COBRA can provide a continuation option—helping to avoid an unexpected loss of healthcare.

Your Plan Might Offer More

COBRA rules create a baseline, but your employer’s plan could offer more generous terms—longer timelines, partial premium coverage, or additional notices. Always check with your benefits administrator to understand the specifics of your plan.