•Identify the qualifying events that trigger COBRA continuation coverage, such as termination, reduced hours, or certain family changes
•Understand who is a qualified beneficiary and how long continuation coverage can last
•Follow the notice and election timeline so required deadlines are not missed
•Recognize how COBRA interacts with other coverage options and where errors create employer liability
Who it's for
HR and benefits administrators, office managers, and small-business owners who handle group health plans, plus managers involved in offboarding. Relevant to anyone responsible for the benefits side of a separation.
What changes on the job
•Qualifying events recognized so required COBRA notices actually go out
•Election and notice deadlines met rather than missed
•Fewer penalties and disputes tied to late or incomplete COBRA administration
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Federal COBRA generally applies to employers above a certain size, and some states have 'mini-COBRA' rules for smaller employers. The course covers the federal framework and notes where state continuation rules may fill the gap.
How long does it take?
About 20 minutes, self-paced. It is a useful reference to review before processing a termination or a benefits change.
Who needs this beyond HR?
Anyone involved in offboarding. Managers and office staff often set the timeline in motion, and missed notices are a common, penalty-generating error even when HR ultimately administers the plan.