COBRA’s ARPA Deadline September 30, 2021

Last Updated on February 10, 2022 by G. T. HR

2021 COBRA ARPA Deadline Approaches

MyHRConcierge would like to remind employers that the COBRA premium assistance provided under the American Rescue Plan Act of 2021 (ARPA) is coming to an end for all assistance-eligible individuals (AEIs) on September 30, 2021.

About COBRA’s ARPA Assistance

The American Rescue Plan Act of 2021 (ARPA) includes a subsidy structure that is designed to fully subsidize COBRA for employees and family members losing group health plan coverage due to an involuntary termination of employment or reduction in hours.

The 100 percent subsidy begins April 1, 2021, and runs through September 30, 2021. The premiums are to be paid by employers, who can recover these payments via a refundable tax credit on their quarterly payroll taxes. On April 8, 2021, the Department of Labor (DOL), issued guidance and model notices that clarified some areas of uncertainty.

ARPA Requirements

ARPA requires employers to cover 100 percent of the cost of continuing group health coverage under COBRA from April 1, 2021, through September 30, 2021, for AEIs (i.e., individuals who lose coverage due to a reduction in hours or involuntary termination of employment).

The subsidy ends upon the earliest of:

  1. September 30, 2021,
  2. The date the AEI becomes eligible for other employer-sponsored health coverage, or
  3. The date the AEI becomes entitled to Medicare.

ARPA Notification Requirements

Employers were required to provide AEIs notice of their rights to this subsidy on or before May 31, 2021. In addition to that initial notice, a second notice is required for the termination of the premiums subsidy.

ARPA requires employers to notify AEIs 15-45 days in advance of when their COBRA subsidy is scheduled to end. For those AEIs enrolled in COBRA coverage ending prior to September 30, 2021, a notice should have already been provided regarding the expiration of COBRA. However, for all AEIs enrolled in COBRA with periods of coverage extending beyond September 30, 2021, a second notice is required informing them of the end of the subsidy.

The notice must describe (i) when the subsidy ends, (ii) how much the non-subsidized COBRA premium will be, and (iii) the premium deadline. The mailing needs to go out any time between August 16, 2021, and September 15, 2021. The U.S. Department of Labor has provided a Model Notice of Expiration of Premium Assistance.

Get Help Administering Your COBRA Plan During ARPA Subsidy Season

MyHRConcierge offers COBRACompli™— a COBRA compliance and administration service for SMBs with 20 or more employees. We help our clients navigate the confusing world of COBRA and keep them in compliance with deadlines created by laws like ARPA.

Let us worry about your COBRA administration. Using COBRACompli, we will reduce your overhead and financial risk. MyHRConcierge will:

  • Fulfill COBRA deadline, notification, and tracking requirements
  • Keep up with ongoing changes to COBRA regulations
  • Respond quickly and accurately to inquiries
  • Collect premiums and remit them to you
  • Alert carriers to COBRA reenrollments and terminations

Start by contacting MyHRConcierge today at 1-855-538-6947 ext.108 or email