{"id":6107,"date":"2026-03-16T14:00:35","date_gmt":"2026-03-16T19:00:35","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=6107"},"modified":"2026-03-17T09:24:37","modified_gmt":"2026-03-17T14:24:37","slug":"hr-question-of-the-month-9","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2026\/03\/16\/hr-question-of-the-month-9\/","title":{"rendered":"HR Question of the Month"},"content":{"rendered":"\n
\"HR<\/figure>\n\n\n\n
<\/div>\n\n\n\n

Question<\/strong>: Are companies required to offer COBRA to all employees who leave the organization?<\/p>\n\n\n\n\n\n\n\n

Answer<\/strong>: COBRA (Consolidated Omnibus Budget Reconciliation Act) is a federal law that allows employees and their covered dependents to temporarily continue their employer-sponsored group health insurance after certain events that would otherwise cause them to lose coverage. In most cases, employees who are enrolled in their employer’s group health plan at the time their employment ends must be offered the opportunity to continue their coverage through COBRA or, where applicable, a state mini-COBRA program. One limited and infrequently used exception is when an employee is terminated for “gross misconduct<\/a>,” in which case the employer is not required to offer COBRA continuation coverage. \u00a0<\/p>\n\n\n\n

For more information on COBRA, click the following link: COBRA Continuation Coverage<\/a>.<\/p>\n\n\n\n

\"COBRA<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

Schedule a 15-minute call<\/a> with Griffen Wilson<\/mark><\/strong> for more information on our services.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

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Answer: For an employee, missing this vital deadline can mean losing coverage or being unable to change benefits elections, which can have a significant financial impact on the employee. For employers, when employees miss this deadline, it can result in additional\u2026","rel":"","context":"In "HR Newsletter"","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":4932,"url":"https:\/\/www.employco.com\/blog\/2023\/09\/19\/hr-newsletter-acas-affordability-percentage-decreases-for-2024\/","url_meta":{"origin":6107,"position":4},"title":"HR Newsletter: ACA\u2019s Affordability Percentage Decreases for 2024","author":"Employco USA","date":"September 19, 2023","format":false,"excerpt":"On Aug. 23, 2023, the IRS released the affordability percentage threshold for 2024 plan years under the Affordable Care Act\u2019s (ACA) pay-or-play rules. For plan years beginning in 2024, employer-sponsored coverage will be considered affordable under the ACA\u2019s pay-or-play rules if the employee\u2019s required contribution for self-only (employee-only) coverage does\u2026","rel":"","context":"In "HR Newsletter"","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5459,"url":"https:\/\/www.employco.com\/blog\/2024\/07\/17\/hr-newsletter-new-employment-case-studies\/","url_meta":{"origin":6107,"position":5},"title":"HR Newsletter: New Employment Case Studies","author":"Employco USA","date":"July 17, 2024","format":false,"excerpt":"The following 2 case study reports provide real-world examples of employers found to be in violation of Equal Employment Opportunity (EEO) laws or in violation of the Family and Medical Leave Act (FMLA). 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