What’s Required In A COBRA Election Notice?
What information will my employer send me about COBRA coverage?
The election notice should include:
- The name of the plan and the name, address, and telephone number of the plan’s COBRA administrator
- Identification of the qualifying event;
- Identification of the qualified beneficiaries (by name or by status);
- An explanation of the qualified beneficiaries’ right to elect continuation coverage;
- The date coverage will terminate (or has terminated) if continuation coverage is not elected;
- How to elect continuation coverage;
- What will happen if continuation coverage isn’t elected or is waived;
- What continuation coverage is available, for how long, and (if it is for less than 36 months), how it can be extended for disability or second qualifying events;
- How COBRA coverage may terminate early;
- Premium payment requirements, including due dates and grace periods;
- A statement of the importance of keeping the plan administrator informed of the addresses of qualified beneficiaries;
- A statement that the election notice does not fully describe COBRA or the plan and that more information is available from the plan administrator and in the SPD.
What Happens When The Employer Fails To Comply?
The recommendation is to first try to work it out directly with the human resources department that provides the insurance. If you meet resistence with the employer on starting COBRA, you may call the Department of Labor to file a complaint.
Was this answer helpful?
We are a private insurance company that provides information on the COBRA law and alternative temporary insurance options if continuation is unavailable or too expensive.