Title: How I Navigated an Employer’s Neglect to Cancel Health Insurance After Leaving Work
In my previous post, I shared the ongoing challenges I faced when my former employer refused to terminate my health insurance after my departure. Here’s a detailed update on how the situation unfolded and what I did to resolve it.
Background
I had not been employed by my former company since 2020, yet they continued to keep me on their employer-sponsored health insurance plan. Despite reaching out multiple times to request cancellation, my requests went unanswered. During this period, I’ve maintained Medicaid coverage continuously, and fortunately, Medicaid became secondary to my private insurance—meaning I remained protected.
Recent Developments
A few months ago, I received a letter from my former employer indicating that my health coverage was officially terminated, with the date set approximately six months prior. Interestingly, they also informed me that I was eligible for COBRA coverage starting from that date.
Shortly afterward, I began receiving notifications from healthcare providers indicating that payments made to them had been recovered—some claims date back so far that they could not resubmit bills to Medicaid. Most of these providers are community clinics or private practices. While they cannot bill Medicaid patients directly, it’s frustrating that they might not get paid for services rendered.
One particularly minor bill from a large hospital was returned to the provider for write-off, which is less concerning but still indicative of administrative lapses.
Legal Assistance and Resolution Process
To address this, I reached out to a nonprofit healthcare law organization. They clarified that, generally, health insurance coverage cannot be retroactively canceled unless in cases of fraud or similar issues—none of which applied here. They also pointed out that my former employer failed in their legal obligation to notify me promptly about the COBRA options after my employment ended. Instead, they sent a confusing letter stating I was eligible for COBRA six months after the fact, which made applying for coverage impossible.
The legal organization is now representing me and handling negotiations with my providers. They are confident they can ensure the providers receive payment and are also exploring the possibility of compensation for the inconvenience caused by my employer’s negligence and non-compliance.
Key Takeaways
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Always keep documentation of your communications when dealing with employer-sponsored benefits.
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Employers must notify terminated employees about COBRA rights promptly; delays or failure to do so can violate regulations.
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If facing similar issues, consult a legal or healthcare advocacy organization. They can often help clarify your rights
