Yes. Since this is required by the law, failure to provide the required notice could have some impact on the actual benefit payment if you aren’t able to provide good cause for the delay. The 30 days’ notice is only applicable for “foreseeable”
qualifying events, such as:
In some instances, 30 days’ notice is not possible
- An expected birth, or placement for adoption or foster care.
- Planned medical treatment for a serious health condition of a family member.
- Planned medical treatment for a serious injury or illness of a family member who is also a covered service member.
- Planned medical treatment for the employee’s own medical care.
— as with a medical emergency, sudden changes in circumstances, or premature birth. In these cases, notice must be given to your employer as soon as practicable (possible) given the circumstances of the event.