COBRA was designed to protect former employees and their dependents when they experience a loss of coverage under a group health plan. Congress enacted continuation of health care coverage requirements in 1985, called the Consolidated Omnibus Budget Reconciliation Act, commonly referred to as COBRA. Under COBRA, an employee receives continuation of health coverage that otherwise would have been terminated due to specific qualifying events. Employers who are required to offer continuation of coverage under COBRA include those with 20 or more full- or part-time employees on 50 percent of their typical business days during the previous calendar year. COBRA applies to employees, an employee’s spouse, and dependent children. These individuals are referred to “qualified beneficiaries”.

Additional Provisions

In addition to federal guidelines, many states have their own individual continuation of coverage laws or what is termed “mini COBRA” These state regulations can require employers to provide coverage for periods as short as 6 months and yet others can mirror federal guidelines and require up to 18 months of coverage. Additionally some states may require coverage for items not required by federal guidelines. Ie. MN requires that health, dental, vision and life insurance be offered to a individual qualifying for COBRA. In all cases COBRAToday ensures compliance with both Federal and State laws in relation to continuation of coverage.

If you are a current COBRAToday participant and have questions about your account or continuation of coverage, please call 888-869-2518 and follow the prompts. You will need your 5 digit zip code and the last 4 of your social security number to use this system.