Who is primarily eligible for COBRA coverage?

COBRA, which stands for the Consolidated Omnibus Budget Reconciliation Act, is a federal law that allows certain employees and their dependents to continue their group health insurance coverage for a limited time after experiencing qualifying events. The primary eligibility for COBRA coverage is centered around individuals who have lost their health insurance due to specific triggers, such as job termination or a reduction in hours that leads to a loss of coverage.

Individuals who are terminated from their jobs or who have their work hours reduced to the point that they no longer qualify for group health insurance benefits are the ones who can elect to continue their existing health insurance plans under COBRA. This provision is essential because it gives them the opportunity to maintain their health coverage during a transitional period, which can be critical for those who may not immediately secure new employment.

The other options do not accurately reflect the eligibility requirements for COBRA. While ongoing work contracts or family members may have some considerations under other health insurance regulations, they do not pertain to the specific coverage extended by COBRA. Also, all employees regardless of job status do not qualify for COBRA coverage, as eligibility is limited to those who experience a qualifying event that causes a loss of insurance. Thus, understanding the specific circumstances under which COBRA