COBRA is a deadline business.
Most COBRA problems aren’t complicated. They’re late. A notice that should have gone out in fourteen days went out in forty, and now there’s a claim, and now there’s a question about who pays it.
What we handle
General notices
Sent to new plan entrants when coverage begins, rather than when someone thinks of it.
Qualifying event notices
Issued within the required window from the date we’re notified — terminations, hour reductions, divorce, dependents aging off.
Election tracking
Tracked across the election period, with reminders before the window closes.
Premium collection
Collected from qualified beneficiaries, with grace-period tracking and termination when premiums stop.
Carrier coordination
So a COBRA enrollee is actually active at the carrier, not just in a spreadsheet.
Documentation
Dated records of what was sent, to whom, and when.
Why employers hand this one off first
COBRA is one of the most common sources of employer benefits liability, it runs on statutory deadlines, and it usually lands on whoever in HR has the least time. It’s also self-contained, which makes it the easiest piece to move off your plate without disrupting anything else. A fair number of our clients started with COBRA alone.