Notify Employer Benefits Administrator

Ask specifically about: group life insurance (often 1-2x annual salary, sometimes more), accidental death and dismemberment (AD&D) coverage, final paycheck and accrued PTO payout, pension or retirement plan death benefits, deferred compensation, stock options or RSUs, health savings account (HSA) balance, flexible spending account (FSA) remaining funds, employee assistance program (EAP) grief counseling for family, and any supplemental insurance policies the deceased may have elected.

Contact the benefits administrator for a claim form and the policy details (carrier name, policy number, coverage amount). You will need a certified death certificate and the beneficiary's identification. Group life insurance typically pays within 30-60 days of receiving a complete claim. If the deceased named a beneficiary, the payout goes directly to that person and bypasses probate. If no beneficiary was named, the payout goes to the estate.

The death of an employee is a qualifying event under COBRA. Covered dependents (spouse, children) can continue group health coverage for up to 36 months. The employer must send a COBRA election notice within 14 days of being notified. You have 60 days from the notice to elect coverage and 45 days after election to make the first payment (retroactive to the coverage gap). COBRA premiums are typically 102% of the full plan cost—significantly more than the employee was paying.

Most states require employers to pay final wages within a set period (often the next regular pay cycle). Accrued but unused PTO or vacation time must be paid out in most states, though policies vary. Sick leave is generally not paid out. The payment goes to the estate unless the employer has a small-amount exception allowing direct payment to a surviving spouse. Ask HR for the exact amounts and timeline, and provide them with the estate's contact information.