During this time, the U.S. Department of Labor has published some new guidelines providing various types of relief in relation to employee benefit plans.
Notices and disclosures will now have relaxed delivery standards for all plans that are subject to ERISA. Plan administrators are allowed to send electronic notices without accompanying physical notices, but Rippling’s COBRA administration will take care of both of these for you.
Are employees eligible for COBRA deadline extensions?
Typical timeframes prescribed by the Department of Labor around COBRA enrollment and payment will be relaxed due to the COVID-19 pandemic. This means that there may be a significant lapse in time between an employee’s termination date and their COBRA start date/initial COBRA payment date.
If special circumstances arise, you can reach out to email@example.com and Rippling will be able to help and assist.
Employees have 45 days from their COBRA start date to add/update their bank account information without getting kicked off of COBRA coverage. After 45 days, Rippling will automatically initiate a retroactive termination of COBRA coverage due to non-payment.