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: