Do You Qualify For A COBRA Extension If You Are Disabled?
My husband has COBRA coverage and is also disabled. Does he qualify for an extension?
You Can Get An 11-Month Extension Of COBRA For Being Disabled
In compliance with the COBRA law, it is possible to extend the 18 months of coverage to 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 the first 60 days of your COBRA coverage. The HIPPA law also states that not only the individual that is disabled can use the extension; all qualified beneficiaries may continue the COBRA coverage. You also 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.
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COBRA Premium Rate Increase With Disability Extension
The COBRA law states that the employer may charge up to 150% for insurance premiums should the disability extension be invoked.
COBRA Third-Party Administrators
Your COBRA plan may be managed by a third-party administrator. Many employers work with the following:
- ADP COBRA
- BASIC COBRA
- BAS' COBRA Control Services
- BenefitConnect EHR
- Businessolver / BenefitSolver
- Burnham & Flower
- BRI COBRA (Benefits Resource)
- bswift COBRA
- COBRAPoint Benaissance
- Employee Benefits Corp (EBC)
- Lifetime Benefit Solutions
- Navia Benefit Solutions
- Optum Financial
- Paychex
- Payflex
- Paycom COBRA
- PlanSource
- ThrivePass
- Total Administrative Service Corporation (TASC)
- WageWorks / Conexis
- WEX (formerly Discovery Benefits)
If you are unsure who your plan administrator is, reach out to the human resources department of the company that provided the health insurance you had.
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