FAQs
Quick answers to the most common questions about COBRA, state continuation laws, notice timelines, coverage rules, and participant responsibilities.
If your company had 20 or more employees for 50% or more of your typical business days last year, then your business will likely be subject to COBRA. Certain exemptions may apply. Contact us for more information.
We collect premiums and remit funds to your business by ACH once a month. You’ll also get a Monthly Premium Report, available any time through our secure member portal.
This is the notice that Employers are required to send when a qualifying event occurs. Eligible persons, called “qualified beneficiaries” have 60 days to elect COBRA continuation coverage from the date of the notice.
Generally speaking, certain church organizations and government entities are not subject to Federal COBRA. However, many choose to participate. Groups under the 20 life threshhold for at least 50% of last year’s business days will likely be subject to “state continuation” (aka Mini Cobra) rather than Federal COBRA.
COBRA coverage usually lasts 18, 29, or 36 months—depending on the event. For a breakdown of which timelines apply to each situation, view this quick event-duration guide.
Yes. We will report eligibility to carriers or whomever employer designates during implementation.
State continuation programs are what smaller companies often adhere to in instances when Federal COBRA does not apply. This allows certain employees and dependents to continue coverage if there is a qualifying event.
If the employee’s Medicare enrollment results in lost coverage for a spouse, it’s likely a qualifying COBRA event. See our Medicare + COBRA guide for examples and next steps.
We work with companies of all shapes and sizes from small “mom and pop” shops to large corporations
Head to our Service & Pricing page to explore your options. If you’d like to add a service, call us at (800) 398-2946 or request a custom proposal right from the website.
Usually, yes. Retirement is still a qualifying event for COBRA—even if retiree plans are available. For more clarity, read how COBRA and retiree benefits overlap.
We work with all industries nationally. From oil and gas to school districts to restaurants and hotels, there’s not a COBRA condundrum we can’t confidently handle.