Background
The Department of Labor (DOL) has announced updated versions of its model Consolidated Omnibus Budget Reconciliation Act (COBRA) General Notice and its model COBRA Election Notice. The notices have an updated expiration date of January 31, 2023.
Summary
The updated notices make it clear that plan administrations are required to provide notifications as follows:
- Covered individuals must be given a General Notice within 90 days after their group health plan coverage begins.
- Qualified beneficiaries must be given an Election Notice within 14 days after receiving notice of a qualifying event; however, certain circumstances allow for 44 days for the notice to be given.
Employers Next Steps
- If you were previously using a prior version of the model COBRA General and model COBRA Election notices, you must now use the newly revised model notices.
- If you are a Benefits client at HR Knowledge utilizing our COBRA Administration Services, these notices will be automatically updated.
- If you have any questions about these notices, please email us.
The People Simplifying HR
For almost twenty years, HR Knowledge has made it our mission to demystify the complex and daunting process of HR management. We do more than just provide the level of service and technology you’d expect from an industry leader.
We combine an unparalleled passion for service with our decades of HR, payroll, and benefits experience to provide our clients with personalized and actionable advice that is second—to—none.
From managed payroll to employee benefits to HR support, we can help your organization thrive, grow, and reduce operating costs — no matter what industry you serve. Whether you’re interested in our Full-Service solution or just need your employee handbook written, HR Knowledge can help you minimize risk while staying on top of compliance regulations.
The bottom line? We’re not just another cloud-based technology company that also does HR, #WeAreHR.
This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this content, please contact HR Knowledge at 508.339.1300 or email us.
DOWNLOAD PDF