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Full-time and part-time employees, as well as interns, are eligible for Rivian benefits. For full-time employees and interns who work a minimum of 30 hours per week, coverage is effective on your date of hire or the date of your qualifying life event. For part-time employees who work at least 20 hours per week, coverage for most benefits begins on the first day of the month after the three-month anniversary of your hire date.

Eligible family members

You can cover these dependents:

  • Your spouse
  • Your legal domestic partner of the same or opposite sex
  • Your dependent children up to age 26, including:
    • Your natural, adopted, foster or stepchildren
    • Your domestic partner’s children
    • Any dependent child who reaches age 26 and is incapable of self-support due to a certified mental or physical disability

Here’s what you’ll need to confirm your dependents can be covered by Rivian plans (documents do not need to be in English):

  • Your dependents’ birthdates and Social Security numbers (you don’t need to upload their Social Security cards)
  • Your marriage license or domestic partner affidavit (upload to Workday)
  • Your children’s birth certificates or placement paperwork (upload to Workday)

New family member?

You have 30 days from the effective date to add a new family member or make other related updates to your benefits.

Part-time employees

If you’re a part-time employee working at least 20 hours and less than 30 hours per week, you’re eligible to participate in all Rivian benefits after three months. Coverage begins on the first day of the month after the three-month anniversary of your hire date, except as noted below.

You are eligible for these benefits, with some differences for part-time employees, as noted:

Month of hireInitial safe/sick leave grant
January, February, March40 hours
April, May, June30 hours
July, August, September20 hours
October, November, December10 hours


If you’re an intern working at least 30 hours per week, you’re eligible to participate in these Rivian benefits:

Continuing health coverage under COBRA

Under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985), you and your covered dependents are eligible to continue coverage in some benefit plans that you were enrolled in at Rivian.

Events that qualify for COBRA eligibility include:

  • Loss of coverage because of reduced work hours or taking unpaid leave, other than leave under FMLA
  • Termination of employment
  • A child no longer qualifies as a dependent
  • Divorce or legal separation
  • Death

If you or a family member is eligible for COBRA, you’ll receive an enrollment packet directly from Rivian’s COBRA administrator, iSolved Benefit Services, with instructions about how to make your COBRA elections. You’ll have 60 days from the qualifying event date to elect COBRA coverage, which will be retroactive to the day following a loss of coverage. You’ll pay 102% of the cost of coverage.