In general, employees who were previously actively enrolled in health insurance coverage for at least one day, but lost it due to a change from full-time to part-time employment or termination(both voluntary and involuntary), are eligible for COBRA. Eligibility requirements for specific workers depend on their company's COBRA Classification, which is determined by number of full-time employees or full-time equivalents (FTEs).
- Employees who work for a company with at least 20 FTEs and who have been enrolled under their employer's insurance for at least one day are eligible for Federal COBRA. There is no minimum number of work days required to be eligible for COBRA.
- Employees who work for a company with less than 20 FTEs and who have been enrolled under their employer's insurance may be eligible for State COBRA, if they've worked the minimum number of days determined by the state where their insurance plan is provided.
- Each state has rules for COBRA eligibility based on how long employees were enrolled in coverage before termination. Contact your COBRA Administrator to determine if an employee is eligible.
However, COBRA coverage is not available for employees who lose coverage when their company goes out of business. See this article for more information.
Note: COBRA will not be administered through a Zenefits partner if carrier administered state COBRA is applicable for the employee.