COBRA Administration

As an HR professional, you are tasked with ensuring that your company’s employees have access to quality benefits and support. One important aspect of this is ensuring that employees are able to continue their health insurance coverage if they experience a qualifying event such as termination, reduction of hours, or divorce. This is where your FH Insurance Benefits success team’s COBRA administration support comes in.

How can Your FH Insurance Total Benefits Team help?

We provide the following COBRA Administration support services for Our clients:

Employee notifications

We will take care of sending out the required COBRA election notices to eligible employees and their covered dependents.

Premium collection

We will work with employees to ensure that their COBRA premiums are paid on time and in full.

Plan administration

We will handle all aspects of plan administration, including enrollments, terminations, and changes to coverage.

Compliance support

We will stay up-to-date on COBRA regulations and help the company maintain compliance with all COBRA requirements.

Customer support

We will be available to answer questions and provide assistance to employees who are enrolled in COBRA coverage.

Initial set-up & implementation

We will work with the HR department to ensure that the necessary forms and processes are in place to administer COBRA.

Helpful COBRA Definitions

A former employee, their spouse, or their dependent children who are eligible for COBRA continuation coverage.

An event that would cause an individual to lose their group health coverage, such as termination of employment, reduction in hours, or death of the covered employee.

Temporary extension of group health coverage provided to eligible individuals after a qualifying event.

COBRA Administration Deadlines 

An employer that is subject to COBRA requirements is required to notify its group health plan administrator within 30 days after an employee’s employment is terminated, or employment hours are reduced. Within 14 days of that notification, the plan administrator is required to notify the individual of his or her COBRA rights. If the employer also is the plan administrator and issues COBRA notices directly, the employer has the entire 44-day period in which to issue a COBRA election notice.

Want to meet an FH Insurance Benefits Success Expert and learn more about how we can help you?

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