COBRA requires that employers with 20 or more employees who offer employer-sponsored group health , dental, and vision plans to continue to offer coverage to eligible employees and their dependents after termination. While many group health plan providers or brokers offer COBRA administration (or can recommend a third-party administrator who can help facilitate), it is ultimately the employer’s responsibility to ensure compliance with these complex regulations including timely notification to employees. Small businesses can’t afford to fall out of compliance. Drop your name and email here, and we will send you a guide to COBRA notices you can use to make sure you get it right.
Employer's Guide to
Required COBRA Notices
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