FAQs
Quick answers to the most common questions about COBRA, state continuation laws, notice timelines, coverage rules, and participant responsibilities.
This is a notice that employers must issue to newly insured employees and spouses within 90 days of enrollment into group health benefits.
Yes, CobraHelp performs regular audits to ensure accuracy for everything from qualifying events to coverage terminations to rate renewals.
Yes. We will report eligibility to carriers or whomever employer designates during implementation.
We work with companies of all shapes and sizes from small “mom and pop” shops to large corporations
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.
Yes. You’ll work with a dedicated, highly skilled expert who is certified in COBRA.
No. At CobraHelp we believe that you shouldn’t be tied to a service you do not want or need. If at any point you are unsatisfied, you may cancel services.
No. CobraHelp remains one of the few solely focused COBRA vendors. We stick to what we’re great at which allows us to deliver a one of a kind service.
Typically, service implementation takes just a few business days.
A qualifying event results in a loss of coverage that causes an individual to qualify for COBRA. Some common qualifying events are voluntary termination of employment, reduction of work hours (full-time to part-time), divorce or legal separation, death of employee, and lay-off.
You may be surprised to learn that outsourcing to CobraHelp can actually save your company hundreds or thousands in overhead costs per year. About 79% of employers in the U.S. are outsourcing COBRA administrative duties.
CobraHelp has leveraged expertise and accuracy that has resulted in no claims or penalties for nearly 40 years.