It is always best to take advantage of this health insurance benefit if it is available. A lapse in coverage may result in difficulties being added to a new plan in the future. In addition, there is no way to predict the occurrence of accidents or illness that might debilitate you or a dependant.

COBRA Qualifications

The COBRA benefit provides a supplemental insurance policy that bridges the gap in coverage between employment. The individual’s most recent employer is the provider of the plan. You can receive this benefit if you have been terminated for any reason other than gross misconduct, laid off, or have had your hours reduced to part-time status which disqualified you from receiving health insurance. The coverage also applies to your family members who were previously included in the policy.

The American Recovery and Reinvestment Act (ARRA) includes a Cobra Extension that extends benefits to those former employees who were laid off or terminated between September 2008 and February 2009. If you still do not have health insurance due to an employment separation that occurred between that period of time, you can now elect to receive COBRA benefits.

The Cost of COBRA Insurance Extension

After you are no longer employed, you will have to foot the bill for health insurance premiums. The former employer is still the administrator of the plan, but they are not required to pay any part of the monthly premium. You should be aware that the cost may still be far less than if you purchased an individual plan. The federal government also offers subsidies, up to 65%, to anyone who is unable to afford the entire insurance premium.

What You Need to Know After Losing Your Job

Your former employer is responsible for reporting COBRA eligibility of separated employees. Eligibility is determined by a number of factors, including the size of the company and what events occurred to cause the loss of the job. There are many rules and regulations so it may be beneficial to use the services of a company that can help you in the case of determined ineligibility.

The employee has 60 days to decide whether he or she wants to take advantage of COBRA benefits. If the former employee does elect to continue health insurance coverage, there is a 45 day period in which the first premium must be paid.

In addition to federal regulations, each health insurance provider will have its own rules and requirements regarding how claims are filed. They also have the option of ruling you ineligible for plan benefits. If you are denied COBRA benefits, you have the option of protesting this assessment within 60 days. Of course dealing with an insurance company is never uncomplicated so this may be another instance when assistance is required

The circumstances and situations that can affect eligibility for the COBRA insurance extension are many. If you feel the need for help, take heart that there are resources available. Don’t miss out on continuous health insurance coverage due to confusion.

Want to find out more about a Cobra Extension? Then visit our site to get information about the Cobra Insurance Extension.