Yes, if an employer’s existing mid-year status change rules permit this type of change. Some common mid-year status change rules that might apply during this crisis:
Employee starts unpaid LOA, resulting in loss of eligibility
Change in employee work schedule, resulting in loss of employee benefit coverage
Change in spouse or dependent work schedule, resulting in loss of benefit coverage in another employer's plan (e.g., participant waived coverage under employer’s plan and is now losing eligibility under a spouse’s plan)
Reduction in hours under certain conditions as specified by IRS Notice 2014-55
If an employer’s current mid-year status change rules would not permit a change in coverage, employers should work with their legal counsel to determine what provisional changes are required to allow changes.