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 Utah mini-COBRA?
Utah mini-COBRA applies to employer group health plans that are delivered or issued in Utah.
What are the qualifying events?
Utah mini-COBRA qualifying events are similar to federal COBRA. Qualifying events include:
- Termination of employment (except for gross misconduct)
- Reduction of hours causing a loss of coverage
- Retirement
- Death of the employee
- Divorce or legal separation
- Loss of dependent status
- Sabbatical
- Disability
- Leave of absence
Continuation coverage generally lasts for twelve months.
Who is a qualified beneficiary?
A qualified beneficiary is an individual covered by the plan for at least three months before a qualifying event and it not eligible for federal COBRA.
Are there notice requirements?
Employers are required to provide a written notice of continuation rights to each individual affected by the termination of coverage within 30 days of the qualifying event. The notice must include the right to continuation coverage and the payment amount required, including all relevant deadlines and procedures for payment.