I think the easiest way is to demonstrate it with an example. So let`s just say that the termination date is May 1, 2020. And as an employer, you offer five (5) months of COBRA coverage and one (1) month of severance pay. Employers have different options to consider, each with its own positive and negative aspects. For example, the severance pay program could indicate in Example 1 that coverage ends on the basis of the last day worked according to normal planning procedures. The program could provide that if the worker chooses COBRA coverage through normal planning procedures, the employer subsidizes the costs. Another possibility would be to provide for the COBRA period to take place at the same time as the expanded subsidised coverage. Accordingly, COBRA notifications relating to the qualification event concerned should be provided. Some employers subsidize COBRA with the best of intentions as part of their severance package. While this comes from a place of compassion, it can also come with unintended consequences. In the future, employers who have offered traditionally temporary COBRA benefits as part of a severance package should consider an alternative to reduce the risk of confusion and conflict due to ACA and COBRA timing issues. One of the ideas is for the employer to propose a "transitional payment" after tax corresponding to the amount of the monthly COBRA premiums that the employer would have paid to the employee.
Then, the employee can use the funds as they please, for example by: For additional information on an employer`s notification requirements to COBRA qualified beneficiaries and to ensure that you are using the correct notification, please see the notification template in the United States. On the website of the Ministry of Labour under www.dol.gov/ebsa/cobra.html#employers and click on "COBRA Model Election Notice". Often, when an employer separates from an employee, they can offer to pay for a few months the coverage of the continuation of COBRA, so that the employee can remain insured without having to pay the substantial premiums related to COBRA. Historically, this has always seemed like a solid gesture by the employer and a "breeze" from the worker`s point of view.