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COBRA allows eligible employees and their families to continue their group health coverage for a limited period after certain events that would otherwise end coverage, such as leaving a job or a reduction in hours. Whether it applies depends on the plan, the employer, and the specific event.

After a qualifying event, you are given a defined election period to decide whether to continue coverage. These windows are time-sensitive, so review your COBRA notice carefully as soon as you receive it and respond within the stated deadline to avoid losing the option.

Under COBRA, the individual continuing coverage generally pays the full premium, which may include a small administrative amount. Because you are typically covering the entire cost yourself, it is worth comparing COBRA with other options such as marketplace coverage before deciding.

Group health plans are subject to a range of federal rules that can include required notices, reporting, and coverage standards. Which specific obligations apply often depends on your organization size and plan type. A benefits advisor can help you identify what applies to your situation.

Some employers have annual reporting or filing responsibilities depending on plan size and type. Missing these deadlines is a common and avoidable source of penalties. Confirm which filings apply to you and assign clear ownership so nothing slips through.

Yes. Our advisory team helps employers understand which requirements apply, keep required notices and deadlines on track, and navigate the details of benefits compliance. This support is general guidance; for legal advice specific to your organization, we work alongside your legal counsel.

Your employer or HR team maintains a summary of the benefits available to you, typically shared during onboarding and again at open enrollment. If you are not sure what is offered, ask your HR contact for your plan summaries and enrollment materials. Your benefits advisor can also help explain your options.

An HMO generally requires you to use a defined network of providers and often to choose a primary care physician who coordinates your care, which usually means lower costs but less flexibility. A PPO offers more freedom to see providers in or out of network without referrals, typically at a higher premium. The best choice depends on how you prefer to access care and your budget.

Common components include medical, dental, and vision coverage, along with life insurance and short- and long-term disability. Many employers also offer voluntary benefits such as accident, critical illness, and pre-tax spending accounts. The exact mix varies by employer.

Effective dates depend on your employer plan and when you enroll. New hires often have coverage begin after a waiting period, while changes made during open enrollment typically take effect at the start of the new plan year. Check your specific plan materials or ask HR to confirm your effective date.

Open enrollment is the annual window when you can enroll in or make changes to your benefits. The dates are set by your employer, so watch for announcements from your HR team. Outside this window, changes are generally only allowed after a qualifying life event.

Usually you can only change your elections outside open enrollment if you experience a qualifying life event, such as marriage, the birth or adoption of a child, or a loss of other coverage. These changes typically must be made within a limited time after the event, so act promptly and notify HR.

Qualifying life events are significant changes that allow you to adjust your benefits mid-year. Common examples include marriage or divorce, the birth or adoption of a child, a change in employment status, or losing coverage under another plan. Documentation is usually required, and there are strict deadlines to make changes.

An HSA is paired with a qualifying high-deductible health plan, is owned by you, and the balance rolls over year to year and stays with you if you change jobs. An FSA is generally tied to your employer plan and is designed to be used within the plan year, though some designs allow a limited carryover or grace period. Both let you set aside pre-tax dollars for eligible expenses.

Contribution limits for these accounts are set annually and can change from year to year. Your enrollment materials will show the current limits that apply to your plan. Your HR team or benefits advisor can confirm the exact figures for the current year.

A dependent care FSA is a separate account specifically for eligible dependent care expenses, such as daycare or after-school care that allows you to work. It is different from a healthcare FSA, which covers medical expenses. Check with your employer to see which accounts are offered.