On March 11, 2021, President Biden signed into law the $1.9 trillion American Rescue Plan Act of 2021 (ARPA, the Act).
ARPA is the result of weeks of negotiations in Congress and attempts to further facilitate the country’s recovery from the impact of the COVID-19 pandemic. The Act includes a provision which creates a 100% COBRA premium subsidy for the period of April 1 through September 30, 2021 – extending additional COBRA enrollment rights for certain qualified beneficiaries (and their families) who have lost group health plan coverage due to an involuntary termination of employment or reduction of hours. These members are referred to as Assistance Eligible Individuals (AEIs). ERISA governed plan sponsors will subsequently receive reimbursements for the subsidy through a tax credit.
We have assembled a timeline
detailing how BBA is addressing the requirements related to this subsidy. If
you would like to see this timeline, click here.
You can also view Frequently
Asked Questions (FAQs) prepared by the Department of Labor under the American
Rescue Plan Act (ARPA) here.
ARPA Quick Facts
the Department of Labor (DOL), AEIs within the past 18 months who experienced a
reduction in hours or an involuntary termination that is a COBRA qualifying
event are potentially eligible for the ARPA subsidy, as long as they are not
eligible for other Group Health Coverage or Medicare. For more
information, please visit the Department of Labor here.
If AEIs are already enrolled in COBRA, paid premiums past 03/31/2021, and are
approved for the ARPA subsidy, they will receive a refund (to be processed
beginning in May).
Tax Credits and Severance
Agreements. The ARPA subsidy is paid by Plan Sponsors on behalf of
AEIs for ERISA-governed health plans. Our systems are designed so that
AEI’s will be paid by the ARPA subsidy from 04/01/2021, even if a previously
executed severance agreement awarded a full or partial an employer subsidy
(prior to ARPA). We will issue reports to Plan Sponsors, who may rely upon
that information while collaborating with their legal counsel and tax
consultants to apply for payroll tax credits, revisit previously executed
severance agreements, or address any other areas impacted by the ARPA
Unless a Plan Sponsor affirmatively designated otherwise, AEIs cannot elect to
enroll in coverage that is different than coverage in which the individual was
enrolled at the time the qualifying event occurred.