The HIPPA law states that all qualified beneficiaries, not just the disabled person, have the right to continue with COBRA coverage and take advantage of an 11 month extension. In compliance with the COBRA law, it is possible to extend the 18 months of coverage to a 29 months if an individual has been determined disabled at the time of a qualifying event. HIPPA has modified the plan by allowing the 11 month extension to consist of those disabilities that may happen before or during that first 60 days of your COBRA coverage. You will need to contact the plan administrator before the end of the 18 month period. You must also notify the administrator no later than 30 days after the individual is no longer qualified as disabled by the law.
Length Of Time For COBRA Insurance
When a workplace qualifying event happens, a worker is to be given a notice to elect COBRA coverage within 45 days of their insurance ending. They may remain on the the employer-sponsored insurance for up to 18 months. If there has been a divorce, legal separation, annulment, death of the covered worker or a child turns 26 and is no longer a dependent, those individuals may be allowed up to 36 months on COBRA insurance. Learn more about your eligibility for COBRA and if it is right for you.