Find information on the open enrollment page that’s right for you: PEBB retirees, PEBB employees and PEBB continuation coverage subscribers, and SEBB employees and SEBB continuation coverage subscribers.
The PEBB Program offers two types of continuation coverage: COBRA and Unpaid Leave. Both options are temporary extensions of PEBB coverage.
For retirees of an employer group who ended participation, see what other options are available.
The PEBB Program offers two types of continuation coverage.
A temporary extension of PEBB health plan coverage available to PEBB members who are qualified beneficiaries under federal Consolidated Omnibus Budget Reconciliation Act (COBRA) rules. Coverage is also available to a retiree, their spouse or children, or other eligible subscribers who lose eligibility.
The Health Care Authority (HCA) also extends PEBB Continuation Coverage (COBRA) to state-registered domestic partners and their children. Coverage may be temporarily extended only if a PEBB member experiences a qualifying event.
A temporary extension of PEBB insurance coverage for employees who lose eligibility for the employer contribution toward PEBB benefits due to specific types of leave, such as active duty in the uniformed services and authorized leave without pay.
What is a qualified beneficiary?
A qualified beneficiary is a covered employee, the employee's covered spouse, and covered dependent children during a period of continuation coverage. A qualified beneficiary may also include an enrolled retiree, their spouse or dependents, or other eligible subscriber who lose eligibility.
Each person who loses their PEBB health plan coverage due to a qualifying event has an independent election right to PEBB Continuation Coverage (COBRA).
If an employee loses their PEBB employer-based group health plan due to a qualifying event, their eligible spouse or state-registered domestic partner (SRDP) may choose continuation coverage, even if the employee does not. Either the employee or their spouse or SRDP may choose continuation coverage for any dependent children.
Employees who lose their PEBB employer-based group health plan due to a qualifying event may choose PEBB Continuation Coverage (Unpaid Leave) for themselves and their dependents. The employee must choose this coverage for dependents to have coverage. Dependents do not have independent election rights.
A qualifying event is a life event that causes loss of coverage. See related laws and rules at the bottom of this page for more information.
If you are called to active duty or on approved educational leave, you may continue your long-term disability insurance.
Your maximum coverage period is determined by the qualifying event that caused you to lose PEBB coverage. In some situations, coverage can end before the maximum coverage period. See related laws and rules at the bottom of the page for more information.
18 months
Additional months of coverage may be available under PEBB Continuation Coverage (Unpaid Leave).
Note: In certain circumstances, qualified beneficiaries eligible for 18 months of PEBB Continuation Coverage (COBRA) may become eligible for an extension. A disability extension provides an additional 11 months of coverage (for a total maximum of 29 months). An extension due to a second qualifying event provides an additional 18 months of coverage (for a total maximum of 36 months).
Up to 36 months, measured from the date of the employee's Medicare enrollment.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
18 months
An employee who is no longer eligible for PEBB Continuation Coverage (Unpaid Leave), but who has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), may continue medical, dental, or both for the remaining months allowed under COBRA.
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
12 months
Faculty and seasonal employees who use up the 12 months of PEBB Continuation Coverage (Unpaid Leave) may continue coverage for the remaining months allowed under PEBB Continuation Coverage (COBRA).
Employee
Note: Employee must enroll to cover dependents. Dependents do not have independent election rights under PEBB Continuation Coverage (Unpaid Leave).
29 months
If the dismissal is upheld and the employee has not used the maximum number of months allowed under PEBB Continuation Coverage (COBRA), they may continue medical, dental, or both for the remaining months allowed under COBRA.
Note: If the qualifying event is the death of an emergency service personnel killed in the line of duty, the death of an employee or retiree, or death of an elected or full-time appointed official, surviving dependents may be eligible for PEBB retiree insurance coverage. Under PEBB retiree insurance coverage, the spouse or state-registered domestic partner may continue coverage until their death, and children may continue coverage until they lose eligibility for PEBB benefits.
36 months
PEBB retiree insurance coverage may also be available in certain cases.
36 months
Children
36 months
Yes. You and your dependents may have other coverage options through the Health Insurance Marketplace, Medicaid, or other group health plan coverage (such as a spouse's plan).
If you are a retiree who lost eligibility to participate in PEBB retiree insurance coverage because your employer group ended participation in PEBB or SEBB insurance coverage on or before January 1, 2023, you may be eligible to enroll in PEBB Continuation Coverage (Employer Group Ended Participation).
What is an employer group?
Employer groups for the PEBB Program include employee organizations representing state civil service employees, counties, municipalities, political subdivisions, the Washington Health Benefit Exchange, and tribal governments that contract with HCA to participate in PEBB insurance coverage.
Employer groups for the SEBB Program include employee organizations representing school employees and tribal schools that contract with HCA to participate in SEBB insurance coverage.
A state law that took effect May 4, 2023, allows retirees and disabled employees of an employer group that lose eligibility for PEBB retiree insurance coverage due to their employer group ending participation in PEBB or SEBB insurance coverage to enroll in PEBB health plan coverage (medical, dental, or both) on a self-pay basis. You may enroll your dependents and coverage will continue as long as premiums and applicable premium surcharges are paid.
Learn how to enroll in PEBB Continuation Coverage (Employer Group Ended Participation) and find premiums for Medicare and non-Medicare.
If you enroll in this coverage, you cannot:
The PEBB Program
Phone: 1-800-200-1004
TRS: 711
HCA Support (secure, login portal with your personal account)
Send us a secure message through HCA Support, a secure website that allows you to log into your own account to communicate with us. You will need to set up a SecureAccess Washington (SAW) account to use this option.