COBRA Deadline Calculator
Calculate key COBRA notice and election deadlines from a qualifying event date.
Reviewed by theComplianceToolsLibrary Editorial Team · Last updated
Key facts
- Who's covered
- Group health plans of employers with 20 or more employees
- Employer → plan admin
- Notify within 30 days of the qualifying event
- Election notice
- Plan administrator sends it within 14 days of notice
- Election window
- The qualified beneficiary has 60 days to elect COBRA
How do COBRA deadlines work?
Federal COBRA lets employees and dependents keep group health coverage after a qualifying event (like termination or reduced hours) at employers with 20 or more employees. The process runs on a chain of deadlines that start from the qualifying event date.
Generally, the employer must notify the plan administrator within 30 days of the event; the plan administrator must send the election notice within 14 days; and the qualified beneficiary then has 60 days to elect coverage, with the first premium due within 45 days of electing. Coverage typically lasts 18 months (36 for certain events). Missing a deadline can create gaps or liability, so calculate and calendar each one.
How to use this tool
- 1
Enter the event date
Enter the date of the COBRA qualifying event.
- 2
Review the deadlines
See the employer notice, election notice, and election-window dates.
- 3
Note the premium deadline
Track the 45-day initial premium deadline after election.
- 4
Calendar each date
Add the deadlines to your benefits administration calendar.
Common mistakes to avoid
- Counting deadlines from the coverage-loss date instead of the qualifying event.
- Missing the 14-day election-notice window.
- Assuming COBRA applies to employers with fewer than 20 employees (state mini-COBRA may).
- Cutting off coverage before the election or premium-payment windows close.
What to do next
- Send required notices within the deadlines and keep proof of mailing.
- Track election and premium-payment windows for each beneficiary.
- Check state mini-COBRA rules for smaller employers.
- Coordinate COBRA with the employee's final pay and benefits offboarding.
Sources
Frequently asked questions
Which employers are subject to COBRA?
Group health plans of private employers with 20 or more employees on more than half of typical business days in the prior year.
How long does someone have to elect COBRA?
Qualified beneficiaries generally have 60 days from the later of the coverage-loss date or the election-notice date.
When must the employer send the COBRA election notice?
The plan administrator generally must provide it within 14 days after being notified of the qualifying event.
What if my company has fewer than 20 employees?
Federal COBRA may not apply, but many states have "mini-COBRA" laws covering smaller employers.
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