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Are part-time Walmart employees eligible for COBRA or continued coverage after leaving, and what are the timelines and costs?
Executive summary
Part‑time Walmart associates who meet the plan’s eligibility rules can enroll in employer medical coverage and—if they lose that coverage after leaving or reducing hours—may be offered COBRA continuation; Walmart’s COBRA administrator typically sends election notices after the company notifies them, and COBRA can continue medical, dental, vision and mental‑health coverage [1] [2] [3]. Exact timelines: part‑time eligibility is measured in 60‑day periods (often needing ~30 average hours/week) with a 60‑day window to enroll once the measurement period ends [1], while COBRA notices are sent by the administrator within 14 days of notification and the employer usually notifies the administrator within about 30 days of the qualifying event [2].
1. How part‑time associates become eligible for Walmart medical coverage
Walmart measures part‑time and temporary associates’ hours in 60‑day measurement periods; associates working an average of at least 30 hours per week (some roles like pharmacists or field supply chain may have a 24‑hour threshold) during that period become eligible for the benefits available to part‑time associates [1]. Once that measurement period ends, the associate has a 60‑day enrollment window to elect coverage that will become effective either on the first day of the month containing the 89th day of employment or as specified in the enrollment rules [1] [4].
2. What “eligible for benefits” means in practice
Being eligible under the measurement rules lets a part‑time associate enroll in medical and other benefits made available to part‑time hourly associates; the company’s Benefits Book and Part‑time enrollment guides spell out which plans and effective dates apply and note that eligibility for medical benefits is then held until the next annual check [4] [5]. Available sources do not list every plan option and premium dollar amounts in the excerpts provided; plan choices and cost details appear in the Associate Benefits Book and COBRA decision guides [4] [6].
3. COBRA basics for former associates and dependents
When an associate loses eligibility for a Walmart medical plan—because they leave the company, reduce hours, divorce, or a dependent ages out—COBRA allows continuation of medical, dental, vision and mental‑health coverage for the associate and eligible dependents [2] [3]. Walmart’s materials say the company notifies the COBRA administrator (WageWorks/HealthEquity) typically within about 30 days of the qualifying event; WageWorks then has 14 days after notification to send the COBRA election notice to the last known address [2].
4. Timelines and deadlines to watch
Key windows in Walmart’s documentation: the 60‑day measurement period for part‑time eligibility, a 60‑day enrollment window after that period if you qualify, and for COBRA the administrative sequence of employer notification (≈30 days) and administrator notice (14 days) that starts your opportunity to elect coverage [1] [2]. The COBRA election notice itself contains the statutory deadlines for electing coverage and paying premiums; Walmart’s COBRA pages and the COBRA decision guide provide more detailed procedural timing [2] [6].
5. Costs and who pays the premiums under COBRA
Walmart’s public COBRA guidance confirms COBRA lets you continue the same coverages but does not specify premium rates in the excerpts provided; the COBRA decision guide and plan materials list plan options and rates by year and region, and WageWorks can give the exact monthly cost for continuing coverage [6] [3]. Available sources do not provide specific dollar amounts for part‑time associate premiums or COBRA monthly rates in the snippets shown; you must consult the current Associate Benefits Book, COBRA decision guide or contact WageWorks to get the precise premiums [6] [4] [3].
6. Alternative pathways and policy context to consider
Walmart directs departing associates to compare COBRA to marketplace options (HealthCompare/HealthCare.gov) because COBRA often costs the full plan premium (plus an administrative fee) and marketplace subsidies may be available—Walmart materials point employees to those comparisons [7]. Historically there’s been controversy over part‑time coverage policies (older reporting noted changes to part‑time offers), but current Walmart documents emphasize measurement and conditional eligibility rather than a blanket exclusion; the excerpts do not reproduce any 2015‑style policy reversals in the current guidance [8] [5].
7. Practical next steps if you’re a part‑time associate leaving Walmart
Ask People Services or review the Associate Benefits Book and the COBRA decision guide on One.Walmart for the exact plans and dollars applicable to your state; call WageWorks/HealthEquity for COBRA rates and timing to enroll, and consider Marketplace comparisons as Walmart recommends [4] [6] [3] [7]. If you need immediate confirmation about eligibility (hours measured, effective dates) People Services and the One.Walmart enrollment materials are the definitive internal sources [1] [4].
Limitations: this summary is based only on the provided Walmart documents and guides; the excerpts do not include plan cost tables or full policy text, so specific premium amounts and every state‑level rule are not shown here and should be confirmed with the cited Walmart resources and WageWorks [6] [3] [4].