Since its inception in 1987, COBRA regulations have been changed or modified a number of times.

The Department of Labor has published these regulations and we have included them below.  It is critical that employers incorporate all of the DOL’s regulations into their COBRA procedures.  Updated COBRA notices, timeframes, and several new notices have been added since the last update.

1999 Final COBRA Regulations (PDF)

2001 Final COBRA Regulations (PDF)

2004 Final COBRA Regulations (PDF)

Summary of the 2004 Final COBRA Regulations:

General COBRA Notice:  DOL updated language and added the requirement that the notice be provided within 90 days of the individual first becoming covered under the plan.  Previously, the plan was required to provide the notice “when the individual first becomes covered under the plan.

Notice of Unavailability:  The 2004 COBRA regulations introduced this new notice.  Employers are now required to provide notice to an individual who requests, but is not eligible for, COBRA coverage.

Early Termination:  Notice must be provided to individuals if their COBRA coverage will terminate prior to the end of the maximum COBRA coverage period for any reason.

Qualifying Event Notice.  The 2004 Final COBRA regulations clarified in cases where the employer is also the COBRA plan administrator, the administrator has a total of 44 days from the date of the qualifying event to provide the COBRA notice to the affected individual.

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*COBRA is a Federal law that requires certain employers to offer ex-employees and their dependents the opportunity to continue their coverage under the company’s group health plan. To request a free copy of COBRA’s latest regulations (2004) in PDF version, send your request to service@cobraaid.com