Most employers are familiar with the federal COBRA law. However, many may not be aware that most states have also passed their own version of COBRA, popularly called mini-COBRA laws. While many of these laws are similar to federal COBRA, there can be important differences.
What employers have to comply with New York mini-COBRA?
New York mini-COBRA applies to employer group health plans that are not subject to federal COBRA.
What are the qualifying events?
New York mini-COBRA qualifying events are similar to federal COBRA. A qualifying event includes:
- Termination of employment
- Loss of eligibility
- Divorce or legal separation
- Death of the employee
- Entitlement to Medicare
- Loss of dependent status (dependent child only)
Continuation coverage generally lasts for 36 months.
Who is a qualified beneficiary?
A qualified beneficiary is an employee, spouse or dependent that is covered by the plan on the day before a qualifying event.
Are there notice requirements?
Insurers must provide a notice of continuation coverage options in the certificate of coverage. The notice must also contain applicable deadlines for enrolling in coverage.