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What Is COBRA?

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What Is COBRA?

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health care coverage the right to choose to continue group health benefits provided by their group health plan. Benefits can be continued for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events.  Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan.

COBRA generally requires that group health plans, sponsored by employers with 20 or more employees in the prior year, offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end.

COBRA outlines how employees and family members may elect continuation coverage. The Act also requires employers and plans to provide notice.

Important Notice


This information is generic and may or may not apply to this particular city, county, state or your individual circumstances. State laws vary and are continuously changing. This information does not necessarily reflect the laws in Pennsylvania.  It is not intended to be a source of legal advice or a substitute for qualified legal counsel.  Your access to and use of this web site is subject to additional terms and conditions found in our Terms of Use.  Please read it now.

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If you have an Employment Law matter or case and want legal advice for your specific situation, call the law firm below to schedule a free consultation. 

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Click here to learn more about attorney Domenic A. Bellisario
 

Important - Please Read Our Terms Of UseTerms of Use Policy - The Pittsburgh PA Employment Law Help Center is provided for your general information only.  This information is generic and may or may not apply to your particular city, county, state or your individual circumstances. State laws vary and are continuously changing. This information does not necessarily reflect the laws in your particular state.  It is not intended to be a source of legal advice or a substitute for qualified legal counsel.  Your access to and use of this web site is subject to additional terms and conditions found in our Terms of Use policy.  Please read it now.

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