Under the law, there are two ways qualified employees must be notified of their eligibility for COBRA.  First,  you must be provided with general information about COBRA as part of the information you receive about your health care coverage.  Second, when what’s called a “qualifying event” occurs. such as you  are fired, your hours are cut back or you leave your job you must be given specific notice by the plan administrator  within a mandated period of time. You then have 60 days to inform the plan administrator whether or not you will elect to take advantage of the COBRA option.

Since it is likely, should you need COBRA, that  you will be making decisions at a time of financial and emotional duress, it makes great sense to investigate your COBRA options and map out  your benefits strategy in advance. In this way you will be prepared for any eventuality that may arise.  Remember, if your current company qualifies, COBRA is available to you whether you quit or are fired.  The only exception is being fired for gross misconduct. 

You can learn more about COBRA and its provisions through an online search, by reviewing your employee benefits package, by talking to your company’s human resources department or by checking with your plan administrator.  Despite its name, you want to make sure you’ve got a good handle on COBRA;  and there’s no time like the present.