Losing a job can be an uncertain time for any individual. Without a steady paycheck, one might lose their vehicle and even their home to creditors. High medical bills can also compound one's financial troubles after a job loss. Losing health insurance after losing job security leaves individuals vulnerable to exorbitant expenses if a medical emergency strikes. Fortunately, a health insurance law, such as COBRA, can help laid off workers maintain health insurance benefits.

COBRA is a health insurance law that was created in 1985. Standing for Consolidated Omnibus Budget Reconciliation Act, this health insurance law allows laid off workers to stay on their company's group health insurance plan for up to 18 months after they are laid off. If one had a disability when they were laid off, they can receive COBRA assistance for 29 months. Additionally, if one had dependents covered under their group health insurance plan, these individuals should remain covered under COBRA.

An employer with 20 or more employees that offers group health insurance coverage is required to notify a laid off worker of their right to receive COBRA assistance within 14 days of a layoff. The laid off worker then has 60 days from this notification to sign up for COBRA coverage, including any coverage for their dependents.

Under the COBRA health insurance law, to continue receiving health insurance after losing job security an individual must be available to work and accept any job offers that meet their employment needs. If someone quit their job or lost their employment due to personal misconduct, they will not be eligible for COBRA benefits.

When one's COBRA coverage has expired, another health insurance law that helps laid off workers get health insurance is the Health Insurance Portability and Accountability Act. Better know as HIPAA, this health insurance law allows laid off individuals to buy health insurance coverage without the possibility of an insurance provider excluding them for preexisting conditions. To receive HIPAA assistance, a laid off individual must not be eligible to receive any other group plan, including Medicare, Medicaid or a spouse's health care plan.

HIPAA went into effect in 1996. To enroll in a HIPAA plan, one must have had health insurance for at least 18 months prior to applying for HIPAA benefits, with the most recent insurance provided by their employer. All of one's COBRA coverage, if they are qualified to receive it, must also be used up before they are HIPAA eligible.

COBRA and HIPAA laws provide individuals with health insurance after losing job security. Any laid off worker should look into COBRA coverage after a lay off, before they are no longer able to receive it.