COBRA

Employees or their dependents covered by the SHBP or SEHBP who lose coverage may be able to continue health benefits coverage under COBRA. COBRA is not a separate health program; it is a continuation of SHBP or SEHBP coverage under the federal law. The length of COBRA coverage depends on the COBRA “qualifying event,” (the reason you’re offered coverage).

Qualifying Events

COBRA-qualifying events include:

  • Cut back in working hours;
  • Leave of absence;
  • End of employment (except for gross misconduct);
  • Divorce or end of partnership;
  • Dependent child turns age 26;
  • or Death of the employee or retiree.

Continuation of Health Benefits Under COBRA

Note: Employees who at retirement are eligible to enroll in SHBP or SEHBP Retired Group coverage cannot enroll in COBRA.

Get a COBRA application

If a COBRA-qualifying event occurs:

  • Employees and/or dependents get a COBRA Notice and application from the member’s Human Resources department. COBRA applications must be certified by the employer before sending it to the NJDPB.

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Last Updated: Wednesday, 05/23/18