COBRA
Offer continuation of health coverage with peace of mind
Overview & Eligibility
The Value for Employees
Individuals and qualified beneficiaries who lose healthcare coverage due to a qualifying event may enroll in COBRA to continue coverage for a limited time.
COBRA participants can contact our experts with questions about coverage and payments.
COBRA participants can view their coverage and easily make premium payments through a secure platform.
The Value for Employers
Employers are held 100% harmless for any negligence by Ameriflex. Our team ensures all COBRA administrative steps are being completed in a timely manner.
Ameriflex administers all of the required notifications, billings, and collections as required by the DOL and the IRS.
The Ameriflex Client Relationship Team is eager to answer questions and provide assistance. Our Net Promoter Score (NPS) far exceeds the healthcare average.
COBRA FAQ
What is COBRA?
COBRA is a federal law that requires employers to offer temporary continuation of group health coverage to employees and their dependents after certain qualifying events, such as termination of employment or a reduction in hours. This allows individuals to keep their existing coverage for a limited period instead of losing benefits immediately.
Which employers must offer COBRA?
COBRA generally applies to employers that sponsor group health plans and meet federal size requirements. If your organization offers a group health plan, you are likely responsible for offering continuation coverage when eligible events occur.
What events trigger COBRA coverage?
Common qualifying events include voluntary or involuntary termination of employment, reduction in hours, divorce or legal separation, death of the employee, or a dependent aging out of coverage. When these events happen, affected individuals must be given the option to continue their current health plan.
What are employer responsibilities under COBRA?
Employers are responsible for identifying qualifying events, notifying plan participants of their COBRA rights, and providing required election notices within specific timeframes. Ongoing compliance also includes accurate recordkeeping and coordination with plan administrators.
Why does COBRA matter for employers?
COBRA compliance helps reduce the risk of penalties, audits, and potential legal issues. It also supports a more structured and professional offboarding process, helping maintain positive relationships with former employees.
How can employers simplify COBRA administration?
COBRA administration involves strict timelines, detailed notice requirements, and ongoing tracking of coverage. Partnering with a third-party administrator can help ensure everything is handled accurately and on time, while reducing the internal administrative burden on your team.