Benefits Buzz

#4-9: COBRA ARPA Q&A When There's Little Guidance

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The American Rescue Plan Act of 2021 allows workers who have been involuntarily terminated or experienced a reduction in hours to continue their employer health insurance coverage under COBRA with a 100 percent subsidy. This has led to increased interest in COBRA and compliance. We chat with an expert on some questions we fielded from employers at a recent webinar.

We answer even more of your COBRA ARPA questions on our blog: https://www.wexinc.com/insights/blogs/health/

Learn more about Benefit Comply on their website: https://benefitcomply.com/

Questions our guest provides his thoughts on: 

  • 2:10 - Can you break down a few key points of what employers need to know about ARPA?
  • 4:35 - How will employers be reimbursed for the COBRA subsidies by the federal government?
  • 5:57 - What happens if a participant elects coverage but has access to group health coverage?  Who is at fault?
  • 7:49 - What are the rules around attestation within ARPA? Is attestation required by ARPA?
  • 9:40 - What happens at the end of the subsidy period? Can someone continue on COBRA? Are there other options available to them?
  • 12:30 - Does the COBRA subsidy apply to the extended COBRA periods, such as for disability?
  • 14:13 - If an employee refuses to return to work after being furloughed, is that a voluntary or involuntary termination?
  • 16:50 - What happens if a member terminates and is rehired by another company and terminates from that company as well. If they are both involuntary terminations, who is responsible for providing subsidized COBRA coverage?
  • 18:13 - What guidance would you give on what plans to offer when the original plans are no longer available?
  • 20:01 - Are members eligible for ARPA under a state continuation?
    • ...more
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