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HR Support on COBRA Continuation of Employee Health Coverage
Editor's Note: Complex COBRA requirements still result in frequent errors.
Overview: Group health plans sponsored by employers with 20 or more employees are required to comply with the Consolidated Omnibus Budget Reconciliation Act (COBRA). In general, COBRA provides continuation of health care coverage for employees and their beneficiaries who would otherwise lose coverage due to certain qualifying events.
Group health plans are required to provide workers and their families with a notice of their COBRA rights and are also required to have procedures in place for how COBRA coverage is offered, how coverage can be elected and how coverage can be terminated. Even though COBRA has been around for over 25 years, its confusing and complex requirements still result in frequent errors.
Some of the more common errors include:
- Failure to satisfy the COBRA general notice requirements;
- Not having current language in COBRA notices; and
- Lack of appropriate documentation that the required notices have been provided.
Trends: Despite certain rumors, COBRA was not eliminated as a result of health care reform. Partnering with a COBRA administrator can help employers be secure in the knowledge that their organization is in compliance.
Tracy Morley, SPHR, Legal Editor
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About this topic
HR Guidance on complying with COBRA laws and regulations.