Sana does not provide COBRA administration services.
Plan Sponsors are responsible for determining whether they are subject to federal or state continuation coverage requirements and for ensuring compliance with all applicable laws.
When Is an Employer Required to Offer COBRA?
Plan Sponsors are responsible for determining whether they are subject to federal or state continuation coverage requirements and for ensuring compliance with all applicable laws.
When Is an Employer Required to Offer COBRA?
In general, federal COBRA applies to employers that employed 20 or more employees on more than 50% of their typical business days during the previous calendar year and sponsor a group health plan.
Employers that meet this threshold may be required to offer temporary continuation of health coverage to employees and dependents who experience certain qualifying events, such as termination of employment, reduction in hours, divorce, or loss of dependent status.
Because COBRA eligibility and employer obligations can vary based on an employer's specific circumstances, Sana recommends consulting your broker or legal counsel to determine whether federal or state continuation coverage requirements apply to your group.
If your group offers COBRA continuation coverage, your organization (or its designated COBRA administrator) is responsible for:
Employers that meet this threshold may be required to offer temporary continuation of health coverage to employees and dependents who experience certain qualifying events, such as termination of employment, reduction in hours, divorce, or loss of dependent status.
Because COBRA eligibility and employer obligations can vary based on an employer's specific circumstances, Sana recommends consulting your broker or legal counsel to determine whether federal or state continuation coverage requirements apply to your group.
If your group offers COBRA continuation coverage, your organization (or its designated COBRA administrator) is responsible for:
- Determining eligibility for COBRA continuation coverage
- Providing required notices within applicable timelines
- Managing elections and enrollment
- Collecting participant premiums
- Maintaining compliance with federal and state continuation coverage requirements
Sana's Role
Sana administers active medical coverage and processes eligibility updates submitted by the employer or its authorized partners.
When an employee experiences a qualifying event, Sana can process enrollment changes and coverage updates once they have been submitted by the employer or its designated COBRA administrator. Sana does not provide COBRA compliance services, distribute COBRA notices, manage elections, collect COBRA premiums, or determine COBRA eligibility.
Questions?
If you have questions about COBRA administration, please contact your broker, legal counsel, or COBRA administrator.