The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits for limited periods of time under certain circumstances, such as voluntary or involuntary job loss, reduction in hours worked, transition between jobs, death, divorce and other life events.
The following benefit plans may be continued under COBRA:
- General Purpose Flexible Spending Account
- Limited Purpose Flexible Spending Account
- Employee Assistance Program (EAP)
Review the qualifying events  to see if you and your dependents are eligible for COBRA.
Group health coverage for COBRA participants is more expensive than health coverage for active employees, and COBRA participants pay the entire premium. Review the COBRA rates  for your out-of-pocket costs.
Depending on the circumstances, coverage may continue for up to 36 months. Review the coverage timeframe  for a detailed chart showing the length of coverage under federal COBRA rules.
Enrolling in COBRA
To elect COBRA coverage after you lose or leave your job (or following another qualifying event), follow these steps:
Step 1: Contact the HR Source  [VMware network access required] within 60 days of:
- A divorce, legal separation or if a child is no longer eligible for coverage
- When you receive notification of COBRA or loss of coverage (the later of the two)
Step 2: Pay the monthly premium (even if you do not receive a bill). No coverage will be provided until the premium is paid.
Step 3: Provide proof of disability status from the Social Security Administration (if you or a family member is trying to qualify for the disability extension of COBRA coverage for up to 29 months).
Check out the Department of Labor COBRA FAQs .