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Q: Question about Cobra coverage. I’m planning on having a reduction of hours from my job in which I’m currently the only one receiving insurance coverage. I am giving birth in July and my lapse of coverage will begin in August. Can I elect to keep myself and add my new child at that time, and my other question is can I JUST elect to use COBRA for my newborn only.? Please advise. A: Yes. A child who is “born to or placed for adoption with the covered employee during the period of continuation coverage under [Code ┬º490B, the Code’s COBRA provisions]” is also a qualified beneficiary regardless of whether the qualifying event occurred before, on, or after such date if they are enrolled within 30 days of birth or adoption. This means that your newborn will qualify for COBRA, but you may have to be on COBRA until your child is born.

Because COBRA is simply the continuation of the same coverage you had through a previous employer, you would need to contact the COBRA Administrator for your previous employer to discuss coverage. Typically, the COBRA Administrator is in the HR department.