You are eligible for COBRA if both of the following conditions apply:
- You are enrolled in job-based insurance ( employer group health plan See Group Health Plan. ) where COBRA applies
- And, you have a “qualifying event” (such as termination of employment) that causes you to lose job-based insurance. The type of qualifying event also determines the length of COBRA coverage: See table below for details.
| Qualifying Event | Length of COBRA |
Employee retires, is terminated, or has a reduction in work hours. |
18 months |
Employee develops a disability A disability is any condition of the body or mind (impairment) that makes it more difficult for the person with the condition to do certain activities and interact with the world around them. The Social Security Administration (SSA) determines disability—and eligibility for Social Security Disability Insurance benefits (SSDI)—based on whether you can work and whether your disability is likely to be permanent. (Definition from the World Health Organization) and has a reduction in work hours. |
18 months |
Employee develops a disability and is eligible for during the initial 18-month COBRA period. |
18 months + 11 months extra |
Employee is terminated for gross misconduct. |
Not applicable |
Employee’s spouse and dependent children lose job-based insurance because:
|
36 months |
If you already have Medicare, you are still eligible for COBRA if you meet the conditions above. Be sure to know how COBRA and Medicare coordinate before making enrollment decisions.