HIPAA i.e. the Health Insurance Portability and Accountability federal Act says that coverage for pregnancy cannot be excluded from group-health employer-sponsored insurance plan(s); as pre-existing condition. Confused?

Those who are starting some job afresh must check first with the going-to-be employer to see whether when they will qualify them for coverage; after the job has started. Also, such employees must check and confirm whether maternity care is included in the plan.

Meanwhile, those that already have health insurance cover through their respective current employer(s), they can continue the coverage; by opting COBRA insurance. And why it is called so because it refers to the “Consolidated Omnibus Budget Reconciliation Federal Act.”

This particular landmark law is meant to providing health insurance assurance and safety net for those; who lose coverage upon changing a job or otherwise, losing one. The law applies to all those companies where there are 20 employees or workers, or more. However, in many states, authorities observe their own mini-COBRA law(s) and the same apply to employers that hire or recruit 19 workers or fewer.

By opting electing COBRA, one pays the premium on monthly basis for continuing coverage provided through plans of former employer; after they may leave the organization for up to as many as 18 months. It is advisable here that if maternity care is included in health plan being offered by the new employer; continuing with COBRA is better option; until the employees qualifies for benefit.

However, one may be eligible almost immediately after joining, or otherwise, after waiting for say one month or two employees will become eligible to get their name enrolled in the benefits plans of the company.