In order to be eligible for COBRA coverage, what requirement must an employee meet?

The requirement for COBRA coverage is that the employee must have been enrolled in an employer's health plan while they were employed. COBRA, or the Consolidated Omnibus Budget Reconciliation Act, provides the right to continue health coverage for individuals who were part of a group health plan maintained by an employer. This coverage is typically offered when a qualifying event occurs, such as termination of employment or reduction in work hours.

Being enrolled in the health plan ensures that the individual has access to the same benefits they received while employed, but under the COBRA provisions, they are responsible for paying the full premium cost, which can include the employee's portion plus the employer’s portion, and possibly a 2% administrative fee. Therefore, eligibility hinges fundamentally upon having been part of the employer's group health plan while still actively employed.

The other choices do not meet the requirements set forth by COBRA and may mislead individuals regarding their rights and benefits under this law. For instance, the duration of employment, opting for short-term insurance, or part-time status do not determine eligibility for COBRA continuation coverage.