COBRA Forms for HR Departments
All Federal & State COBRA Forms - Download Free Samples or Generate Unlimited Custom Forms
📄 COBRA General Notice REQUIRED
Must be provided to all employees and spouses within 90 days of coverage beginning. This notice explains COBRA rights before a qualifying event occurs.
- When coverage begins
- Annual enrollment periods
- HIPAA special enrollment
📋 COBRA Election Notice REQUIRED
The most critical COBRA form. Must be sent within 14 days after receiving notice of a qualifying event. Failure can result in $110/day penalties.
- Termination of employment
- Reduction in hours
- Death of employee
- Divorce/legal separation
📑 COBRA Qualifying Event Notice REQUIRED
Employer must notify plan administrator within 30 days of qualifying events like termination, reduction in hours, death, or Medicare entitlement.
- Employee termination
- Reduction in hours
- Employee death
- Medicare entitlement
✉️ COBRA Initial Payment Notice RECOMMENDED
Sent after receiving election form. Explains first payment amount, due date (45 days from election), and ongoing payment schedule.
- Payment amounts
- Due dates
- Payment methods
- Grace periods
⚠️ COBRA Late Payment Notice RECOMMENDED
Reminder notice for late payments within the 30-day grace period. Helps prevent unintentional coverage termination.
- Grace period reminder
- Termination warning
- Payment instructions
- Contact information
🚫 COBRA Termination Notice RECOMMENDED
Confirms end of COBRA coverage due to non-payment, maximum coverage period, or other terminating events.
- 18/29/36 month maximum
- Non-payment
- Other coverage obtained
- Medicare eligibility
Why HR Departments Choose HRMax
Save 43 Minutes Per Letter
Generate compliant COBRA notices in 2 minutes instead of 45 minutes of manual editing.
Avoid $110/Day Penalties
DOL-compliant forms that meet all federal requirements and state mini-COBRA laws.
Always Current
Forms automatically updated when regulations change. No more outdated Word templates.
Audit Trail
Complete documentation history for DOL audits and compliance reviews.
"HRMax saved us during a DOL audit. Having all our COBRA notices properly documented and timestamped made the review process seamless."
- Sarah Johnson, HR Director at TechCorp (52 employees)
Frequently Asked Questions
What's the difference between federal COBRA and mini-COBRA?
Federal COBRA applies to employers with 20+ employees. Mini-COBRA (state continuation) applies to smaller employers in states like California, New York, and New Jersey. HRMax handles both automatically based on your location and company size.
What are the penalties for COBRA non-compliance?
The IRS can impose excise taxes of $100-200 per day per affected individual. The DOL can assess penalties of $110 per day. ERISA violations can result in personal liability for HR managers and executives.
Can I customize the forms for my company?
Yes! Every form is customized with your company information, plan details, and specific coverage options. You can also add custom paragraphs for company-specific policies.
How quickly are forms updated for regulation changes?
We monitor federal and state regulations daily. Forms are updated within 24 hours of any regulatory change, and you're notified immediately if it affects your saved templates.
Do you handle the actual COBRA administration?
HRMax provides document generation, compliance tracking, and a management tool to track employees who elect COBRA. While we don't process payments directly, our system helps you manage elections, track coverage periods, and maintain compliance documentation all in one place.
Ready to Simplify Your COBRA Compliance?
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