When active employer coverage ends, Medicare deadlines can overlap and move quickly. A successful transition requires coordinating Part B, Medicare Advantage or Part D, Medicare Supplement eligibility, prescription coverage, and the employer plan’s exact termination date.
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CMS-40B and CMS-L564 are commonly submitted together when requesting a Part B Special Enrollment Period. Social Security determines whether you qualify.
Use this application to enroll in Medicare Part B when you already have Part A or when Social Security tells you to submit a paper application.
This form documents group health coverage based on current employment. The employer generally completes Section B.
Many people can apply online for Medicare through Social Security instead of mailing a paper application.
Ask the employer for written confirmation of when active coverage ends for you and any covered spouse. Determine whether coverage ends on the last day worked, end of the month, or another date.
People covered by a group health plan based on current employment may have up to eight months after employment or coverage ends, whichever occurs first, to enroll in Part B without a late penalty. Waiting can still create a coverage gap.
COBRA generally is not coverage based on current employment for the Part B Special Enrollment Period. Enrolling in COBRA does not usually extend your Part B deadline.
People enrolling in Part B after employer coverage commonly use CMS-40B and employer-completed CMS-L564. Submit early and retain proof.
Select Original Medicare with a standalone Part D plan and optional Medigap, or a Medicare Advantage plan. Compare doctors, hospitals, medications, pharmacies, travel, premiums, and expected expenses.
The Medicare Advantage or Part D Special Enrollment Period after employer or union coverage ends is generally shorter than the Part B window. Confirm the creditable drug coverage end date and avoid a gap longer than 63 days.
Loss of employer coverage may create Medigap guaranteed-issue rights in some circumstances. Deadlines apply, and state laws may provide additional rights.
Once enrolled in any part of Medicare, you generally can no longer contribute to an HSA. Part A can be retroactive for up to six months in some delayed-enrollment situations, so coordinate contributions with tax guidance.
Collect your Medicare card, employer termination letter, CMS-L564, medication list, provider list, current premium, COBRA offer, HSA information, and desired effective date.
Medicare rules, plan availability, provider networks, drug formularies, benefits, premiums, and eligibility can vary by person, county, and year. A licensed Accurate Health Plans agent can help you compare the details that affect your decision.
COBRA can be useful in some circumstances, but it generally does not protect the Part B Special Enrollment Period. Compare cost, family needs, and coordination rules before deciding.
Apply before employer coverage ends when possible so effective dates can be coordinated and gaps avoided.
Possibly. Employer rules, cost, eligibility, and household needs determine whether separate coverage paths are available.