You are correct, the policy manual does seem to contradict what you are now being told. The part that appears to be up for interpretation is our group benefits will continue, as long as you continue to pay your portion of the monthly premium. This can be considered true about COBRA, but your portion of the monthly premium under COBRA is 100%. The question is whether or not he is abiding by the Family and Medical Leave Act. The law applies to employers with more than 50 employees, and states Covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons. One of the stated reasons is to take medical leave when the employee is unable to work because of a serious health condition. Does your employer have more than 50 employees? And, have you been on medical leave for 12 weeks? We can't interpret your company's benefits policies to determine if you have a legal claim because we are not in a position to provide legal advice. An employer, if not in violation of the Family Medical Leave Act, can require you to go on COBRA if you are no longer working the required hours to qualify for benefits under the group health plan. If you feel that his stance now is contradictory of your understanding of the company policy, you need to contact an employee benefits attorney for a better understanding of your legal rights. You might also try the Consumer Services Division of the California Department of Insurance. This is probably not an issue that they will mediate for you, but you can certainly ask about that. Their toll free phone number is 800-927-4357. One other source worth contacting is your insurance company's customer service department. They may be able to provide you with some additional guidance.