You must be suitable for continuation coverage under COBRA or state law that provides comparable continuation coverage (for example, so-called “mini-COBRA” laws) at any time during the period beginning September 1, 2008, and ending December 31, 2009.
Continuation coverage must be extended when first offered or during the additional election period.
A qualifying event for the continuation coverage that is the employee’s involuntary termination during the period beginning September 1, 2008, and ending December 31, 2009.
Does COBRA count as qualifying health coverage (or “minimum essential coverage”)?
The applicant (person requesting a review of a denial of premium assistance) may either be the former employee or a member of the employee’s family who is eligible for COBRA continuation coverage or the COBRA premium assistance through an employment-based health plan. Employee and his or her family members may each elect to continue health coverage under COBRA, request the premium assistance, and require a review of a denial of premium assistance.
Yes. This means if you have COBRA coverage, you don’t have to pay the fee that people without coverage must pay.
COBRA Qualifying Events – Qualifying events are events that cause an individual to lose his or her group health
coverage. The type of qualifying event determines who the qualified beneficiaries are for that event and the
period of time that a plan must offer continuation coverage. COBRA establishes only the minimum
requirements for continuation coverage. A plan may always choose to provide longer periods of continuation
The following are qualifying events for the spouse and dependent child of a covered employee if they cause the spouse or dependent child to lose coverage:
Termination of the covered employee’s employment for any reason other than gross misconduct;
Reduction in the hours worked by the covered employee;
Covered employee becomes entitled to Medicare;
Divorce or legal separation of the spouse from the covered employee; or
Death of the covered employee.
In addition to the above, the following is a qualifying event for a dependent child of a covered employee if it
causes the child to lose coverage:
Loss of dependent child status under the plan rules. Under the Patient Protection and Affordable Care
Act, plans that offer coverage to children on their parents’ plan must make the coverage available until
the adult child reaches the age of 26.