When a COBRA "qualifying event" occurs, someone must notify COBRA plan administrators. In some cases, you must take the initiative and notify your employer of a qualifying event, so that they can pass the notification along to the COBRA plan administrators. For example, if you divorce your spouse, you must notify your employer within 60 days of the date of the divorce decree in order for your spouse to become eligible for COBRA. Similarly, if your child "ages out" of dependent coverage on your employer's plan, you have 60 days to notify them of your child's COBRA eligibility.
If you resign from your position, however, the ball is in your employer's court; they must notify COBRA plan administrators within 30 days. For more information on whether you or your employer need to notify the COBRA plan administrator, see the Department of Labor's FAQs About COBRA Continuation Health Coverage.
Once COBRA plan administrators receive notice of a qualifying event, they have 14 days to provide you with a written offer of COBRA coverage. This offer will contain information on how to elect COBRA.
You are entitled to a 60-day COBRA election window. The clock starts ticking the day your COBRA plan administrator sends you the written offer or the day you lose coverage under your employer's plan, whichever is later. Once the 60 days lapse, you have lost your chance to elect for COBRA coverage.
You do not have to pay for your COBRA coverage at the time of election. Your first premiums will be due 45 days after you elect COBRA.
