United States 

Office of 

Personnel Management 

The Federal Government’s Human Resources Agency 

Benefits Administration Letter 

Number: 03-207 Date: June 13, 2003 

Subject: Federal Employees Health Benefits (FEHB) Program: Table of Permissible 

Changes for Employees Electing Premium Conversion 

PURPOSE 

The purpose of this letter is to provide agencies with the Table of Permissible Changes in FEHB 

Enrollment and Premium Conversion Election for Federal employees receiving premium conversion tax 

benefits. We are currently in the process of revising Standard Form (SF) 2809, Employee Health 

Benefits Election Form, to include this table. Agencies may begin to use this table for enrollments and 

changes for all employees who participate in premium conversion. 

Until further notice, the current Table of Permissible Changes in Enrollment in the July 1999 edition of 

SF 2809 must be used by: (1) employees who do NOT participate in premium conversion, (2) 

former spouses under the spouse equity provisions of FEHB law, and (3) individuals eligible for 

coverage under the temporary continuation of coverage (TCC) provisions of the law. 

EMPLOYEES AFFECTED 

All employees participating in the FEHB Program automatically participate in premium conversion 

UNLESS they elect to waive participation. Since many employees do not understand this fact, it is 

important that you explain this to them when they enroll in the FEHB Program. In addition, you should 

explain the tax benefits of participating in premium conversion and remind employees that they can 

cancel or change to a self only plan only during the annual open season or when a qualifying 

life event (QLE) occurs. You can find additional information at 

www.opm.gov/insure/health/pretaxfehb. 

TABLE OF PERMISSIBLE CHANGES FOR EMPLOYEES RECEIVING PREMIUM 

CONVERSION TAX BENEFITS 

To develop this table, we combined the events given in both the FEHB and the Internal Revenue 

Service (IRS) regulations. IRS regulations govern elections to participate in or waive participation in 

premium conversion, as well as to cancel an enrollment, or change to a self only enrollment. 
 

 

 

 

 

 

 

 

Because IRS regulations permit changes in a health plan only when the employees experience a QLE or 

during the open season, employees can no longer change to a self only plan or cancel their 

FEHB enrollment at any time. We created a separate column in the table to specify when employees 

can make these elections. Additionally, we added a section, Premium Conversion Election Change 

that May Be Permitted, that shows if employees may elect to participate in or waive participation in 

premium conversion. 

For purposes of this letter only, we have divided these events into four categories and have explained 

the events, elections permitted, time limit, effective date, and the exceptions to the general rule. 

1)	 Events not affected by premium conversion - Employees may enroll in the FEHB Program, 

make an open season health benefits election, and participate in or waive participation in premium 

conversion. 

2) Events permitted by both FEHB and IRS regulations - Employees may make any election 

that is consistent with the QLE for events listed. 

3) Event included in the FEHB regulations only - Employees may only enroll, change 

from self only to self and family or change from one plan or option to another 

4)	 Events permitted by IRS regulations only - Employees may only change from self 

and family to self only, cancel, and elect to participate in or waive participation in premium 

conversion. 

General Rule for Effective Date 

For most enrollments and changes, the effective date is the first day of the first pay period that begins 

after the date the employing office receives an appropriate request and that follows a pay period during 

any part of which the employee is in pay status. We refer to this as the “General Rule”. For each 

event, we discuss the effective date. If this is the applicable effective date, we will state “General 

Rule”. 

Events NOT Affected by Premium Conversion 

Premium conversion rules do not affect codes 1A and 1B. Code 1A includes the initial opportunities 

that entitle employees to enroll in the FEHB Program. At the time employees enroll in the FEHB 

Program, you should ensure that they understand that enrollment in premium conversion is 

automatic unless they complete and return a waiver election form to your office. Additionally, 

when they are under premium conversion, employees must understand that they cannot change to a self 

only enrollment or cancel at anytime. They must have a QLE or wait until the annual FEHB Open 

Season to make these changes. 

Code 1A - Initial Opportunity to Enroll This code includes the events that were previously codes 

1A and 1L on the employee table in the 1999 edition of the SF 2809. 

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Elections - Employees may enroll or waive participation in premium conversion only under this event. 

Participation in premium conversion is automatic for all employees who enroll under this event unless 

they waive it.
 

Time Limit - They must enroll within 60 days after becoming eligible.
 

Effective Date - General Rule.
 

In rare instances, employees may wish to change their enrollment election. They may change their 

enrollment as long as your office receives their request within 60 days after they become eligible for 

FEHB coverage. The effective date of the change is prospective.
 

Code 1B - Open Season This event applies to all employees eligible to enroll or make an enrollment 

change.
 

Elections – IRS regulations governing premium conversion, like FEHB regulations, permit employees 

to make any type of election during the annual open season. For all open season enrollments, 

participation in premium conversion is automatic unless waived. Please remind employees their 

premium conversion election remains in effect until they elect to change it during a future open season or 

when a QLE occurs. 

Time Limit – OPM announces the date of an open season. Generally, open season is held from the 

Monday of the second full work week in November to the Monday of the second full work week in 

December. Employees must submit their elections during this period. 

Effective Date – Open season enrollments are effective on the first day of the first pay period that 

begins in the next year and that follows a pay period during any part of which the employee is in pay 

status. 

Employees in nonpay status (including LWOP) during the open season who want to enroll may do so. 

However, this enrollment cannot become effective until they are in pay status . See “When You 

may Enroll after Termination” in the FEHB Handbook. NOTE: If your agency’s open season 

enrollments are processed by Employee Express or another automated system, please be sure to 

identify employees in nonpay status so that their enrollment data is not forwarded to the FEHB carriers 

until the employees are in pay status and their enrollment is effective. 

An open season enrollment change is effective on the first day of the first pay period that begins in 

January of the next year. 

A cancellation made during the open season is effective at midnight of the day before the first day of the 

first pay period that begins in the next year. 

Events permitted by the FEHB and IRS regulations 

The events in this group are included as events in both the FEHB and IRS regulations. Thus, employees 

can make any elections permitted within the time limits shown. However, there will be some exceptions 

to the elections, time limits, and effective dates in some of the events, as shown below. 

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Code 1C - Change in Family Status 

Elections – Employees may make any election as shown on the table. Generally, employees may make 

a change to a self only enrollment only if the QLE causes the last family member to be ineligible for 

FEHB coverage, or if they can show that the QLE caused all eligible family members to acquire other 

coverage. Employees may cancel their FEHB coverage only if they can show that the QLE caused them 

and all eligible family members to have other health insurance coverage. 

When both an employee and spouse are Federal employees, FEHB regulations permit them to enroll in 

two self only plans when their last child becomes ineligible for FEHB coverage. Please coordinate with 

the spouse’s agency to prevent any gap in coverage. 

Time Limits - Generally, the time limit is within 60 days after a change in family status. EXCEPTION: 

Employees who enroll, change from self only to self and family, or from one plan or option to 

another, may do so 31 days before the event to assure coverage when the change in family 

status occurs. 

Effective Date: 

1.	 Generally, a change to self and family due to marriage is effective according to the general rule. 

However, if you receive the request the pay period before the date of the marriage, the enrollment 

change is effective the first day of the pay period in which the marriage occurs. The spouse is not 

eligible for FEHB coverage as an eligible family member, however, until the date of the marriage. 

2.	 An enrollment or change due to the addition of a child as a new family member is effective on the 

first day of the pay period in which the child is born or becomes an eligible family member. See 

footnote 2 on the Premium Conversion Table. 

3.	 A change to self only is effective on the first day of the first pay period that begins after the date the 

employing office receives the request. However, at the employee’s request, and upon a showing 

satisfactory to the employing office that no family member was eligible for coverage, you may make 

it effective on the first day of the pay period after the one in which there was no family member. 

See footnote 2 on the Premium Conversion Table. 

Change in Employee’s Employment Status. Previously, code 1D of the employee Table of 

Permissible Changes was a “Change in Employment Status”. We have created three event codes in the 

new table from the examples listed in code 1D. They are Codes 1D, 1E, and 1F. 

Code1D - Change in employee’s employment status that could result in entitlement to 

coverage 

Election – Employees may enroll in the FEHB Program. Changes from self only to self and family, from 

one plan or option to another, from self and family to self only, or a cancellation are not applicable. 

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Remember to inform employees that premium conversion is automatic unless waived. 

Time Limit - Within 60 days after employment status change. 

Effective Date - General Rule
 

You must use this event code to allow employees whose coverage previously terminated because they: 

1) were reemployed after a break of more than 3 days, 2) were in a nonpay status, or 3) began 

receiving sufficient pay to reenroll when they become eligible again. When employees begin nonpay 

status or their pay is insufficient to withhold premiums, you must give them an opportunity to terminate 

coverage. You must use an SF 2810 to document this action. A termination differs from a cancellation 

as it provides a 31-day temporary extension of coverage, allows conversion to nongroup coverage and 

does not count against the employee for purposes of meeting the requirements for continuing coverage 

after retirement. See footnote 4 on the Premium Conversion Table. 

Code 1E - Change in employee’s employment status that affects cost of insurance 

Elections – Employees may make any election shown on table. 

Time limit – Within 60 days after employment status change. 

Effective Date – General Rule 

Code 1F - Employee is restored to a civilian position after serving in Uniformed services 

Elections – Employees may make any election shown on table. 

Time limit - Within 60 days after return to civilian position. 

Effective Date – General Rule 

You must give employees who enter active military service the opportunity to terminate coverage. See 

footnote 3 on the Premium Conversion Table. If they decide to terminate their coverage or it terminates 

after the 18 months permitted by Uniformed Service Employment and Reemployment Rights Act 

(USERRA), their coverage is automatically reinstated on the date they are restored to their civilian 

position under 5 CFR Part 353. Employees who are not eligible for automatic reinstatement can reenroll 

within 60 days after the date of reemployment. 

Additional information on the FEHB coverage of employees who return from active military service will 

be forthcoming. 

Code 1H - Salary of temporary employee becomes insufficient to make withholdings for plan 

in which enrolled This was previously code 1M of the employee table in the 1999 edition of SF 

2809. 

Election – Employees may change from one plan or option to another, change to a self only enrollment, 

cancel an enrollment, or elect to participate in or waive participation in premium conversion. Although 

the table indicates that the employee may cancel, this cancellation is technically a termination and you 

should use an SF 2810 to document this action. This distinction is important as a termination gives a 

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31-day temporary extension of coverage, allows employees to convert to nongroup coverage with their 

insurance carrier, and insures that the time the employee is not enrolled will not count against the 

employee for purposes of meeting the requirements for continuing FEHB after retirement. See footnote 

4 on the Premium Conversion Table. 

Time Limit - Within 60 days after receiving the notice from the employing office that the employee’s 

pay is insufficient. 

Effective Date – A change of enrollment is effective immediately upon termination of the prior 

enrollment. A termination is effective at the end of the last pay period for which withholding was made. 

Code 1I - When employees enrolled in an FEHB HMO or covered family members move or 

become employed outside of the service area This was previously code 1J of the employee table in 

the 1999 edition of SF 2809. 

. 

Election – FEHB rules permit employees to change from self only to self and family or one plan or 

option to another. Please refer to event 1M on the Premium Conversion Table for employees who wish 

to change to self only, cancel, or waive their premium conversion election. See footnote 5 on the 

Premium Conversion Table. 

Time Limit - Upon notifying employing office of the move. FEHB regulations have this time limit so that 

employees and their family members will have continuous coverage when they move. We made this a 

separate event due to the difference in time limit from event 1M. 

Effective Date – General Rule 

Code1J - A transfer from a post of duty within a state of the United States or District of 

Columbia to a post of duty outside of the United States or District of Columbia, or the reverse 

This was previously code 1F of the employee table in the 1999 edition of SF 2809. 

Election – Employees may make any election shown on the table.
 

Time Limit – Sixty days after employees arrive at new post. EXCEPTION: Employees, who
 

enroll, change from self only to self and family or from one plan or option to another may do 

so 31 days before the transfer to assure coverage when they arrive at their new post. 
 

Effective Date – General Rule 

Code 1L – Employee becomes entitled to Medicare This was previously code 1K of the employee 

table in the 1999 edition of SF 2809. 

Election – Under FEHB rules, employees may make a one-time only change from one plan or option 

to another. See footnote 6 on the Premium Conversion Table. Please refer employees who wish to 

change to self only or to cancel to event 1P on the Premium Conversion Table. 

Time Limit - Any time beginning on the 30th day before becoming eligible for Medicare. 

Effective Date – General Rule 

Code 1M - Employee or family member loses FEHB or other insurance coverage This was 

previously code 1G of the employee table in the 1999 edition of SF 2809. 

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Election – Employees may make any election shown on the table. 

Time Limit – Sixty days after the loss of coverage. EXCEPTION: Employees may enroll, change 

from self only to self and family, or from one plan or option to another beginning 31 days 

before the event to prevent gaps in coverage when the loss of other health insurance occurs.
 

Effective Date – General Rule 

When employees in an employee organization sponsored plan fail to pay membership dues, the 

employee organization terminates the employees’ membership. The employee organization sponsored 

FEHB plan will notify you to terminate the employees’ FEHB coverage. See footnote 7 on the 

Premium Conversion Table. 

Code 1N - Loss of coverage under a non-Federal group health plan because an employee 

moves out of the commuting area to accept another position and spouse terminates 

employment to accompany the employee This was previously code 1I of the employee table in the 

1999 edition of SF 2809. 

Election – Employees may make any election shown on the table. 

Time Limit – From 31 days before the employee leaves the commuting area through 180 days after 

arriving in the new commuting area. The time limit for this event provides coverage to all family members 

if they need to delay their move for any reason. 

Effective Date – General Rule 

Code 1O - Employee or eligible family member loses coverage due to discontinuance in whole 

or part of FEHB plan This was previously code 1H of the employee table in the 1999 edition of the 

SF 2809. 

Election – Employees may make any election shown on the table.
 

Time Limit - OPM sets this. If the plan discontinues at the end of the contract year (December 31), 

the employee must request an enrollment change during the annual open season. If a plan discontinues at 

any other time of the year, OPM establishes a time limit. 

Effective Date – When a plan discontinues at the end of the contract year, the effective date of the 

enrollment change is the same as an open season change. OPM establishes the effective date when the 

plan discontinues at another time of the year.
 

If a plan has two options and one of the options discontinues, you must place employees who fail to 

select another plan in the remaining option of the plan. If an entire plan discontinues, an employee who 

does not select another FEHB plan is considered to have canceled for purposes of meeting the 

requirements for continuing FEHB after retirement. See footnote 8 on the Premium Conversion Table.
 

In addition, these employees do not get a 31-day temporary extension of coverage and may not convert 

to nongroup coverage. 

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Event included in the FEHB regulations only 

Code 1K - Separation from Federal employment when the employee or employee’s spouse is 

pregnant. This was previously code 1E of the employee table in the 1999 edition of the SF 2809. 

Election – Employees may make the elections shown on the table.
 

Time Limit - During the employee’s final pay period.
 

Effective Date - The first day of the final pay period. 

The FEHB enrollment terminates on the last day of the pay period in which the employee separates 

from service. However, employees are eligible for a 31-day temporary extension of coverage after that 

date. The purpose of this event is to provide coverage for a child in the event 

it is born during the 31-day extension period. Separating employees can then enroll in Temporary 

Continuation of Coverage that begins on the 32nd day after the date of separation.
 

Events permitted by IRS regulations only 

These new events are included only in the IRS regulations. Consequently, FEHB regulations do not 

permit employees to enroll, change from self only to self and family, or change from one plan or option 

to another when these QLEs occur.
 

Election – Under IRS rules, employees may only cancel or change to self only, and/or elect to 

participate in or waive participation in premium conversion. 

Time Limit –Within 60 days after the QLE. 

Effective Date – A cancellation is effective at midnight of the last day of the pay period in which the 

employing office receives the request to cancel. 

A change to self only is effective on the first day of the first pay period that begins after the date the 

employing office receives the request. 

Code 1G - Beginning or end of nonpay status or insufficient pay if coverage did not terminate 

We made this a separate event from 1M and 1D because FEHB rules do not permit unenrolled 

employees to enroll when starting a period of nonpay status. In addition, FEHB rules do not permit 

employees to enroll or change when a spouse or dependent begins or ends nonpay status. 

If employee’s coverage terminated, see event1D on the Premium Conversion Table. If spouse’s or 

dependent’s coverage terminated, see 1M on the Premium Conversion Table. 

Code 1P - Employee or eligible family member gains coverage under FEHB or another group 

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health insurance plan 

The first QLE under this event code is gaining Medicare coverage. FEHB rules permit employees to 

change plans or options when they become eligible for Medicare. See event 1L on the Premium 

Conversion Table. IRS rules permit employees to make additional changes as shown in the table when 

an employee or eligible family member becomes eligible for Medicare. 

Although we have included TRICARE in this event code, acquiring TRICARE coverage in itself is not 

an event that permits a change in enrollment. There must be a QLE that causes the employee or family 

member to acquire TRICARE. For example, to be eligible to enroll in TRICARE for Life, an individual 

must enroll in Medicare Parts A and B. The enrollment in Medicare Part B makes an individual eligible 

for TRICARE for Life. The enrollment in Medicare is the QLE. If employees defer enrolling in Part B of 

Medicare, they are not eligible for TRICARE for Life. 

In addition, we consider entering active military service or retiring as a reservist under Chapter 67, title 

10 to be a change in employment status. The change in employment status is the QLE that causes the 

employee or family member to gain TRICARE coverage. 

Employees have 60 days from the date they enroll in Medicare, enter active military service, or retire 

under Chapter 67, title 10 to request a change to self only, to cancel, or to elect to participate in or 

waive participation in premium conversion. Otherwise, they must wait until the next FEHB open season. 

Employees who change from one type of TRICARE coverage to another may not cancel FEHB or 

change to self only unless they are within 60 days of a QLE that permits these actions. 

Code 1Q - Change in Spouse’s or Dependent’s Coverage Options 

This QLE includes changes in the coverage available to an eligible family member. Because only IRS 

regulations address this QLE, employees may only cancel, change to self only, or elect to participate in 

or waive participation in premium conversion. In contrast, FEHB rules permit enrollment or change 

when family members lose other insurance coverage and you should use event 1M on the Premium 

Conversion Table when this occurs. 

Abby L. Block 

Senior Advisor for 

Employee and Family 

 Support Policy 

Frank D. Titus 

Assistant Director 

for Insurance Services

Attachment 

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