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What Is the Length of COBRA Benefits for the Unemployed in Maryland?

Continued health care in Maryland under the Consolidated Omnibus Budget Reconciliation Act (COBRA) depends on several factors, including the circumstances of the employee's dismissal from work as well as the worker's disability status. An employee must be proactive in seeking continued health coverage to ensure she receives benefits for the longest amount of time possible. An employer in Maryland and other states has 14 days to process a COBRA claim once the worker declares interest.

  1. Coverage Eligibility

    • COBRA coverage in Maryland and other states around the country only applies to employers with 20 or more employees. An employee must participate in an employer group health plan for at least three months prior to termination or voluntary resignation and be a Maryland resident. An employee terminated for cause, including gross misconduct such as repeated failure to comply with work policies or safety violations, may not receive continued health care coverage under COBRA. The dismissed employee must notify her employer if she wishes to continue coverage under COBRA as soon as possible.

    Length of Coverage

    • Health coverage under COBRA may continue for up to 18 months in Maryland and other states around the country. A former employee may file for an 11-month extension of COBRA benefits if he becomes disabled prior to the first day of COBRA coverage or within 60 days of the start of coverage. This brings the maximum length of coverage up to 29 months. The Social Security Administration makes the determination in consultation with medical personnel in regard to the former employee's disability status.

    Special Rule Coverage

    • If an employee becomes eligible for Medicare benefits prior to termination or voluntary leave from a position, COBRA benefits may extend for up to 36 months for a spouse and any dependents covered under the previous health insurance policy. According to the website of the U.S. Department of Health and Human Services, Medicare eligibility is only a qualifying event for COBRA eligibility if it results in the loss of health care coverage for a spouse or dependent children.

    Paying for Coverage

    • The terminated employee must pay the entire cost of continued health care under COBRA. This cost can be as much as 102 percent of the previous health care premium under the employee's former group health care plan. COBRA coverage must mirror the employee's previous coverage in every aspect, including benefits and coverage limitations. This may make continued coverage quite expensive if the employee's coverage entailed a family plan with a spouse and dependent children.

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