Blog: COBRA

With regard to terminating COBRA coverage, the employer (or plan administrator) must send a COBRA termination notice to the qualified beneficiary that includes:

The date COBRA coverage will end
The reason for termination
A notice of any rights to other coverage, such as Marketplace plans or HIPAA special enrollment

Note: This is an excerpt from our COBRA Training & ...

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COBRA:
How - And When - An Employer Can Terminate COBRA Coverage3/17/2026

Employers can terminate COBRA coverage before the maximum coverage period ends only under specific circumstances defined by federal law. These include:

Failure to pay premiums on a timely basis
Covered person gets coverage under another

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COBRA:
What Are The COBRA Timelines For Notification Requirements?3/15/2026

Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), there are strict timelines for when employers, plan administrators, and qualified beneficiaries must provide or receive various notifications related to COBRA continuation coverage. These notices and timelines include:

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COBRA:
What Is A COBRA Qualifying Event?3/6/2026

A COBRA qualifying event is a specific situation that causes an employee, spouse, or dependent child to lose group health insurance coverage and thereby become eligible for continuation coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Qualifying Events include:

Voluntary or involuntary termination of employment (except for gross misconduct)

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COBRA:
How To Calculate COBRA Insurance Costs3/5/2026

The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows workers and their families who lose their health benefits to continue group health benefits provided by their group health plan for a limited period under certain conditions such as:

Voluntary or involuntary job loss
Reduction in hours worked
Transition between jobs
Death in the family, divorce, and other life events

As employers, you are responsible for informing employees about their ...

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COBRA:
Employer Requirements Under COBRA2/27/2026

There are a large number of timelines and requirements for administering COBRA. Below are just a few.

Provide General Notice to Employees and Spouses
Notify the Plan Administrator of a "Qualifying Event" that causes a loss of coverage

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COBRA:
Handling FMLA, ADA, and COBRA: Why HR Generalists Need Cross-Training2/22/2026

An employee informs you they need surgery and will be out of work for six weeks. This single event doesn't just trigger one HR process; it sets off a chain reaction across a landscape of complex federal laws. First, you have a request for leave under the Family and Medical Leave Act (FMLA). As the employee recovers, they may need workplace adjustments, bringing the Americans with Disabilities Act (ADA) into play. If the employee ultimately decides to leave the company due to their condition, ...

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COBRA:
Rules For Determining Whether A Plan Or Employer Is Subject To COBRA9/18/2025

Rules For Determining Whether A Plan Or Employer Is Subject To COBRA

Generally speaking, COBRA is applicable to the group health plan(s) of any employer that employs 20 or more individuals on more than 50% of its typical business days in the preceding year is subject to COBRA. Specifically speaking, however,

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