A change in employment or family status does not always mean your benefits must end immediately. Depending on your circumstances, you may be eligible to continue certain health, dental, or vision coverage for a limited time through COBRA or Temporary Continuation of Coverage (TCC).

COBRA Continuation of Coverage

If you or a covered family member loses eligibility for the company’s dental or vision benefits plan due to certain qualifying events, you may have the right to temporarily continue your group health coverage through a federal law named the Consolidated Omnibus Budget Reconciliation Act, more commonly known as COBRA. Qualifying events may include termination of employment or reduction in hours, divorce or legal separation, death of the covered employee, or a dependent child losing eligibility under the plan.

Each qualified beneficiary has an independent right to elect COBRA coverage. Generally, you will have at least 60 days from the later of the date coverage ends or the date your COBRA election notice is provided to make your election.

For certain events, such as divorce, legal separation, or a dependent child losing eligibility, you or your dependent generally must notify the Plan Administrator within 60 days and follow the plan’s established notification procedures.

COBRA coverage is temporary and generally may continue for up to 18 months following termination of employment or reduction in hours, with longer periods available in certain circumstances. Please refer to your COBRA Election Notice and Summary Plan Description for the specific election procedures, deadlines, costs, and rights applicable to your coverage.

The cost associated with COBRA is the full amount of premium with an additional 2% administrative fee that is paid by the enrollee.

Temporary Continuation of Coverage (TCC)

Similar to COBRA, TCC is a feature of the Federal Employees Health Benefits (FEHB) Program that allows certain individuals to temporarily continue their FEHB medical coverage after regular coverage as an active employee or dependent ends. Your Human Resources Office must notify you within 61 days after your regular FEHB enrollment terminates of your opportunity to enroll under TCC. Generally, you have 60 days after getting the notice or 60 days after separation, whichever is later, to enroll under TCC.

TCC enrollees must pay the full premium for the plan they select (that is, both the employee and Tribal employer shares of the premium) plus a 2% administrative charge.

Learn more about TCC on the OPM website.

One important caveat: This is general informational language, not legal advice. COBRA and TCC administration can vary based on the applicable plan and circumstances, so the official COBRA or TCC Election Notice and plan documents control actual terms. Please contact your Human Resources representative for additional information, official notices, and timelines based on your unique situation.