COBRA Events, Notices, and Deadlines
COBRA administration is a sequence problem: identify the covered plan, the qualifying event, who is a qualified beneficiary, when notice duties begin, and how long continuation may last.
Reviewed July 29, 2026 · Source-led practitioner reference
Start with plan coverage
Federal COBRA generally applies to private-sector group health plans maintained by employers with at least 20 employees on more than 50 percent of typical business days in the prior calendar year. State and local government plans follow the public-sector COBRA route administered by CMS. Federal government and certain church plans follow different rules.
Qualifying events and maximum periods
| Event | Potential qualified beneficiaries | General maximum |
|---|---|---|
| Termination other than gross misconduct or reduction in hours | Employee, spouse, dependent child | 18 months |
| Death, divorce or legal separation, or loss of dependent status | Spouse and/or dependent child | 36 months |
| Employee Medicare entitlement in qualifying circumstances | Spouse and dependent child | Up to 36 months |
An event matters only when it causes a loss of coverage under the plan. Disability extensions and second qualifying events can modify the ordinary period when their conditions and notice rules are satisfied.
Election and payment timing
- Each qualified beneficiary receives an independent election right.
- The election period must be at least 60 days, measured from the later of the election notice or the date coverage would otherwise end.
- The initial premium payment period must be at least 45 days after election.
- Subsequent monthly payments receive at least a 30-day grace period.
- The usual maximum premium is 102 percent of the total applicable cost; special disability-extension pricing can differ.
Turn reference knowledge into working confidence.
Use this public guide for quick orientation and source review. Inside PrepToPay Benefits, you can study the topic in structured lessons, practice applying it, review flashcards, and track your progress across the broader Benefits curriculum.
Primary sources
- U.S. Department of Labor — Employer COBRA guide
- U.S. Department of Labor — COBRA FAQs for employers and advisers
- CMS — COBRA continuation coverage for state and local government plans
Educational reference only. Plan documents, governing law, agency guidance, and plan-specific professional advice control.
Keep building your Benefits reference system.
COBRA execution also sits inside a broader plan-governance system. Review the fiduciary process behind plan administration.