According to experts in employee health and wellness, people feel like they’re working harder, and accomplishing less since the COVID19 pandemic.  Something for modern day workforce employers and employees to consider is that productivity is habit-based, and new habits are perhaps needed now more than ever in order to combat that looming sense of overwhelm. 

With layoffs on the rise in a rapidly shifting economic landscape, many Employers discuss severance packages which often include health insurance subsidies. Subsidized health insurance premiums for COBRA continuation, or “Cobra-like” coverage, may seem straightforward, but require careful planning and must operate in compliance with Federal and State laws. In this article, we glance at some “hot tips” for the most commonly asked questions relating to COBRA premium subsidies.

Subsidizing COBRA Premiums As Part of Severance Package
While it is not required by law, employers may offer former employees subsidized premiums, covering all or a percentage of the monthly COBRA or continuation coverage premium rate. Subsidized premiums may be offered for specified time-periods, such as one month all the way up to the full eligibility time-period of a COBRA continuation qualified beneficiary (usually 18 months).