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When Can I Get COBRA?

Important Updates

  1. (IRS) posted to the Federal Register, "Extension of Certain Timeframes for Employee Benefit Plans, Participants, and Beneficiaries Affected by the COVID–19 Outbreak." HMSA will adhere to the appropriate timeframe extensions related to COBRA, for those specific situations, until no longer applicable. The parameters of the COBRA law currently remain unchanged. For more information, visit the Help Center.

June 2023:

Previously, the Biden Administration announced a definitive end to both the COVID-19 public health emergency (May 11, 2023) and the national health emergency (April 10, 2023). The U.S. Department of Labor, as allowed by the Joint Rule, subsequently exercised its discretion to determine July 10, 2023, as the end date of the Outbreak Period (60 days after the end of the public health emergency date, May 11, 2023).

  • Individuals and plans with timeframes that are subject to the relief under the Notices will have the applicable periods under the Notices disregarded until the earlier of (a) one year from the date they were first eligible for relief, or (b) July 10, 2023 [the end of the Outbreak Period]. In no case will a disregarded period exceed one year.
  • After July 10, 2023, the timeframes for individuals and plans with periods that were previously disregarded under the Notices will resume.


COBRA entitles you and your eligible dependents on your employer-sponsored group plan to continue coverage if your group coverage is lost as a result of any of the following qualifying events:

  • Employer or group sponsor from which you retired files bankruptcy under federal law.
  • Death of the employee covered under the plan.
  • Enrollment in Medicare.
  • Divorce or legal separation.
  • Child no longer meets our eligibility rules.
  • Termination of employment for reasons other than gross misconduct, or if your work hours are reduced to the point that you’re no longer eligible for coverage.

Dependent children of domestic partners aren’t eligible for COBRA coverage.

If you or one of your dependents no longer qualifies for your HMSA plan, contact your employer or group sponsor immediately. You’re responsible for notifying your employer or group sponsor of your divorce or legal separation, or if a child loses eligibility status under HMSA’s rules for coverage.

If the qualifying event is divorce or legal separation, or if a child is no longer a dependent child, the COBRA election form and notice must be provided to you within 14 days after you notify your employer of the event.

If the qualifying event is termination of employment or reduction in hours, the COBRA election form and notice must be provided to you within 44 days of the qualifying event.

If you believe you’ve had a qualifying event and haven’t received your COBRA election form on a timely basis, please contact your employer.

Adding Your Child

Your child can be covered under COBRA and can have election rights if:

  • The child is born or placed with you for adoption during the period of COBRA coverage, and
  • You have COBRA coverage due to a reduction in work hours or terminated employment.

For additional important information, we encourage you to read:

CURRENT AS OF 07/20/2021