The following plans are set to trigger COBRA. There is nothing you need to do within the plan itself to make it COBRA eligible.
- Supplemental Medical
So what about EAP?
Certain requirements must be met for an EAP plan to qualify for COBRA. For this reason, EAP is the only plan that allows you configure the plan as COBRA qualified or non-COBRA qualified.
The "EAP COBRA Qualified" plan was newly released on 5/12/2019. If you have the EAP plan that does not trigger COBRA and there are enrollments in the plan, you cannot turn on COBRA for that plan. If the client's EAP plan is COBRA qualified and you want to start triggering COBRA on the data exchange, you will need to build a new plan using the "EAP COBRA Qualified" plan.
Can I toggle COBRA on or off for EAP?
Within both the EAP plan and EAP COBRA Qualified plan, under Policy Information, there is a "COBRA Qualified" checkbox. If there are enrollments in the plan, you cannot toggle on or off. We are considering this for future enhancement. At this time, you need to use the applicable plan; EAP or EAP COBRA Qualified.
EAP with COBRA Data Exchange & COBRA Enrollment Management
While EN now supports EAP as a COBRA qualified plan, we only support EAP on the COBRA Data Exchange. If an employee is enrolled in the "EAP COBRA Qualified" plan we will trigger COBRA on the Data Exchange so integrated TPA's will know to send the General Notice and Qualifying Event Notice. EN will only report events that occur after you setup the new "EAP COBRA Qualified" plan.
At this time, we do not support EAP on the COBRA management tool. The COBRA qualified EAP plan will be surfaced from the COBRA manager tool for tracking only. If an employee elects to reinstate coverage through COBRA for EAP, you will need to manage that outside the system. We cannot report this on our EDI 834 files.