On January 31, 2023, the U.S. Department of Labor (DOL) issued and posted on its website updated model general and election notices that group health plans may use to comply with COBRA notification requirements. These notices contain a new expiration date of January 31, 2026.
Next Steps for Employers
Use of the DOL’s model notices is not mandatory but considered to be good-faith compliance with COBRA’s content requirements. However, employers should review their current COBRA notices (including notices provided by a third-party COBRA administrator) to ensure that, at a minimum, the notices contain all the details provided in the DOL’s model notices. It may also be necessary for employers to work with their benefits attorney to determine if additional language should be added to their organization’s notices.
