The Complete Guide to COBRA Insurance

Q: How much does COBRA insurance cost?

Up to 102% of the plan's total cost: the share you paid, the share your employer paid, and up to a 2% administrative fee (up to 150% during an 11-month disability extension). In CMS's example, a plan that costs $400 a month can cost up to $408 a month on COBRA. Your election notice shows your exact premium. In 2026 Open Enrollment, people who picked a Marketplace plan with a tax credit paid an average of $96 a month after the credit (CMS).

Q: Who is eligible for COBRA?

Employees, spouses, former spouses and dependent children who were on an employer's group health plan the day before a qualifying event, such as a job loss (other than for gross misconduct), a cut in hours, divorce or legal separation, the employee's death or Medicare entitlement, or a child losing dependent status. COBRA generally applies to employers with 20 or more employees; some states have mini-COBRA laws for smaller employers.

Q: How long does COBRA last?

18 months after a job loss or cut in hours, up to 29 months with a Social Security disability extension, and 36 months for a spouse or child after divorce or legal separation, the employee's death or Medicare entitlement, a child losing dependent status, or a second qualifying event.

Q: How long do I have to elect COBRA?

At least 60 days, counted from the later of the date your election notice is provided or the date your coverage would end. Your employer has 30 days to notify the plan administrator, which then has 14 days to send the notice (44 days in total when the employer is the administrator). Your first premium is due at least 45 days after you elect.

Q: Can I switch from COBRA to a Marketplace plan?

Yes, at the right time: during Open Enrollment, within 60 days of losing job-based coverage, when COBRA runs out, or if you must pay the full cost because your former employer stops contributing. Ending COBRA early or stopping payments on your own doesn't open a Special Enrollment Period.

Q: What are the alternatives to COBRA?

An ACA Marketplace plan, with a premium tax credit if your income qualifies; Medicaid or CHIP, which you can apply for any time; or a spouse's job-based plan, if you request special enrollment within 30 days of losing your coverage (DOL). Short-term plans and other plans sold outside the Marketplace are another option, but they aren't ACA plans, approval and start dates depend on the plan, and you can't use a tax credit for them.

Q: Are pre-existing conditions covered?

Yes on COBRA and ACA plans. COBRA keeps the same group plan you had at work, and federal rules bar group health plans from imposing pre-existing condition exclusions. All Marketplace plans must cover pre-existing conditions. Short-term plans typically exclude them; for other private plans, get it in writing before you enroll.

What is COBRA insurance? It lets you keep your employer’s group health plan after a job loss or other qualifying event, usually for 18 months and up to 36. Here’s who qualifies, what it costs (up to 102% of the plan’s full premium), the DOL election deadlines, and when an ACA Marketplace plan may cost less.

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Quick answer: COBRA insurance is federal continuation coverage that lets you keep your former employer’s group health plan after a job loss, cut in hours or other qualifying event, usually for 18 months and up to 36 months for some events. It generally applies to employers with 20 or more employees, and you pay the full premium, including the share your employer used to pay, plus up to a 2% administrative fee (102% of the plan’s cost). You get at least 60 days to elect it, and losing job-based coverage also opens a 60-day Special Enrollment Period for an ACA Marketplace plan, so compare both before you decide.

Last updated: October 5, 2026

Overview

What You Need to Know

This guide explains what COBRA insurance is, who qualifies, how long it lasts, what it costs, the notice and election deadlines that protect your rights, and how COBRA compares with an ACA Marketplace plan. The federal rules come from the U.S. Department of Labor, CMS and HealthCare.gov, linked in the sources below.

FreedInsure LLC is an independent brokerage; its licensed agent, Constantino Lardi (NPN 20230457), is licensed in 42 states. We compare coverage from 14+ health insurance carriers to find your best option. Our help is free to you. Call (844) 788-3733 or use the form below for personalized guidance.

This page covers: what COBRA is and who qualifies, how long it lasts, what it costs, how it compares with a Marketplace plan and your other options, a deadline table, the most common mistakes people make, and answers to 13 frequently asked questions.

Key Details

Understanding COBRA Insurance

COBRA is short for the Consolidated Omnibus Budget Reconciliation Act, the federal law that created continuation coverage. It isn’t a separate insurance policy: you stay on the same group health plan you had at work, and you pay for it yourself.

What It Is

COBRA continuation coverage lets you keep your former employer’s group health plan for a limited time after a qualifying event such as a job loss or a cut in hours — usually 18 months, and up to 36 months for some events — as long as you pay the premium yourself. The coverage must be identical to what similarly situated active employees get, so your network, deductible and benefits stay the same, and plan changes made for active employees apply to you too.

Who Qualifies for COBRA

COBRA generally applies to private-sector group health plans at employers that had at least 20 employees on more than half of their typical business days in the prior year (part-time workers count as a fraction of a full-time worker), and to state and local government plans. It doesn’t apply to plans sponsored by the federal government or by churches and certain church-related organizations (DOL), or to plans sponsored by the governments of the District of Columbia or U.S. territories (CMS). You’re a qualified beneficiary if you were covered by the plan the day before a qualifying event, as the employee or as the employee’s spouse, former spouse or dependent child.

Qualifying events include losing your job for any reason other than gross misconduct, a cut in hours, the covered employee’s death, divorce or legal separation, the covered employee becoming entitled to Medicare, and a child losing dependent status under the plan. Work for a smaller employer? Some states have their own continuation (“mini-COBRA”) laws, so check with your state insurance department.

How Long COBRA Lasts

18 months when the qualifying event is a job loss or a cut in hours. 29 months if Social Security determines that a qualified beneficiary in the family is disabled before the 60th day of COBRA coverage and the disability continues through the first 18 months; you must notify the plan of that determination, and the plan can charge up to 150% of the plan’s cost during the extra 11 months. 36 months for a spouse or dependent child after the employee’s death, divorce or legal separation, or Medicare entitlement, or a child’s loss of dependent status, and when a second qualifying event happens during an 18-month period. Plans may choose to offer longer coverage.

COBRA can end early if premiums aren’t paid on time, the employer stops offering any group health plan, or you start coverage under another group health plan or become entitled to Medicare after electing COBRA.

Your Options

Your Options for COBRA Insurance

COBRA vs. an ACA Marketplace Plan

Being offered COBRA doesn’t stop you from getting a Marketplace plan or a premium tax credit (DOL). The IRS treats you as eligible for COBRA only if you actually enroll in it, so you can’t get a tax credit for months you’re enrolled in COBRA. HealthCare.gov notes that Marketplace plans may cost less than COBRA, especially if you qualify for savings based on your income. COBRA can make sense if you’re in the middle of treatment with doctors who aren’t in local Marketplace networks, you’ve already paid much of this year’s deductible and out-of-pocket maximum (a new plan generally starts its own), or your income is too high for a tax credit and your employer plan is richer than what you can buy. A Marketplace plan usually wins if your household income is 100%–400% of the federal poverty level, because the only way to get the premium tax credit is through the Marketplace. If your income is low enough for Medicaid, apply for Medicaid instead. COBRA vs. Marketplace: which costs less →

ACA Marketplace Plans

The ACA Marketplace (HealthCare.gov or your state’s exchange) offers plans from private insurers in four metal tiers: Bronze (60% actuarial value, lowest premium), Silver (70%, the only tier with cost-sharing reductions), Gold (80%) and Platinum (90%, highest premium, lowest out-of-pocket costs). All cover the 10 essential health benefits and pre-existing conditions, and in-network out-of-pocket costs are capped at $12,000 for one person in 2027. Premium tax credits are based on income. Check your subsidy →

Private Plans Sold Outside the Marketplace

FreedInsure can also quote private PPO and EPO plans sold outside the ACA Marketplace. Some of these plans use the Cigna PPO network; they are not insured by Cigna. The Cigna PPO network is a provider network, not an insurance company, and it doesn’t pay claims. A plan that uses the Cigna PPO network sets its own benefits and pays claims through its own administrator. Before you get care, confirm your doctor or facility is in network using the directory and phone number on your plan ID card. A “PPO” label doesn’t guarantee out-of-network coverage. You can apply for these plans outside Open Enrollment, but approval depends on each plan’s eligibility rules and any underwriting, and the start date depends on the plan. These plans are not sold through the ACA Health Insurance Marketplace (HealthCare.gov or your state’s exchange) and are not individual-market ACA plans. You can’t use a premium tax credit or cost-sharing reduction to pay for them. As HealthCare.gov puts it, “the only way to get the premium tax credit is through the Marketplace.” Ask us to confirm in writing how a plan handles pre-existing conditions; Marketplace plans must cover them. How private plans compare →

Straight talk: A plan sold outside the Marketplace can cost less than a full-price ACA plan if you’re healthy, earn too much for a tax credit, or want a specific network. But if you qualify for a tax credit or Medicaid, have a pre-existing condition, are pregnant or planning to be, or take expensive medications, an ACA plan is usually the safer buy, and the only way to get the premium tax credit is through the Marketplace. We’ll price both side by side before you decide. Call (844) 788-3733.

Important: Plans sold outside the ACA Marketplace may be subject to underwriting, age limits, state availability and each plan’s own eligibility rules. Not all plans are available in all states. Rates are not guaranteed and can change. Benefits, limits and exclusions are set by the official plan document or policy, which controls if it differs from this page. This page is a general summary, not a contract or an offer of coverage.

Short-Term Medical

Short-term health insurance can bridge a gap where your state allows it. Short-term plans are temporary coverage, and how long you can keep one depends on your state and the plan, from 3 months or less in some states to longer terms with renewals where state law allows. They aren’t ACA plans: coverage is medically underwritten, pre-existing conditions are typically excluded, the start date depends on the plan, and you can’t use a tax credit. Don’t drop COBRA for a short-term plan without checking when you could get a Marketplace plan again, because ending COBRA early doesn’t open a Special Enrollment Period. Short-term plans →

Supplemental Insurance

THIS IS A SUPPLEMENT TO HEALTH INSURANCE AND IS NOT A SUBSTITUTE FOR MAJOR MEDICAL COVERAGE. LACK OF MAJOR MEDICAL COVERAGE (OR OTHER MINIMUM ESSENTIAL COVERAGE) MAY RESULT IN AN ADDITIONAL PAYMENT WITH YOUR TAXES.

Hospital indemnity, critical illness, accident, dental and vision coverage can be added on top of a major medical plan such as COBRA or an ACA plan. Hospital indemnity and other fixed-indemnity plans pay a set dollar amount for each covered service or day, no matter what the provider charges; you pay the rest, and there’s no out-of-pocket maximum. They aren’t major medical coverage or minimum essential coverage, so they can’t replace COBRA. Supplemental options →

Cost Analysis

Costs and Subsidies for COBRA Insurance

What COBRA Costs

COBRA premiums can’t exceed 102% of the plan’s total cost: the share you paid as an employee, plus the share your employer paid, plus up to a 2% administrative fee. During the 11-month disability extension, the plan can charge up to 150%. CMS gives this example: if coverage costs $400 a month, with $100 paid by the employee and $300 by the employer, the plan may charge up to $408 a month for COBRA. Employers may choose to pay part or all of the COBRA premium, and your election notice lists the amount you owe. COBRA insurance cost guide →

ACA Premiums Before Subsidies

Marketplace insurers can set premiums based on only five things: age, location, tobacco use, whether the plan covers one person or a family, and the plan category. Premiums can be up to 3 times higher for older people than for younger ones (HealthCare.gov). Your actual premium depends on your ZIP code and the plans available there.

After Subsidies (2027 Rules)

The enhanced credits that ran through 2025 expired and are not back for 2027 unless Congress acts. For 2027 coverage you pay 2.15%–10.22% of income for the benchmark Silver plan at 100%–400% of the federal poverty level, and there is no credit above 400% ($63,840 for one person), so subsidies are smaller than in 2025. Example: one person with $60,000 of household income for 2027 coverage is at about 376% of the poverty level ($60,000 ÷ $15,960, the 2026 poverty guideline for one person in the 48 contiguous states and DC, which sets 2027 tax credits), so the expected contribution is 10.22% of income: $6,132 a year, or about $511 a month, for the benchmark Silver plan, and the tax credit pays the part of that plan’s premium above that amount. If your COBRA premium is higher than that, a Marketplace plan may cost less. In 2026 Open Enrollment, people who picked a Marketplace plan with a tax credit paid an average of $96 a month after the credit (CMS). Estimate your 2027 subsidy →

Cost-Sharing Reductions (CSR)

If income is 100–250% FPL, you qualify for Cost-Sharing Reductions on Silver plans: lower deductibles and copays, and a lower out-of-pocket maximum — $4,000 for one person up to 200% FPL, or $9,600 at 200%–250% FPL, instead of $12,000 in 2027. CSR only applies to Silver plans bought through the Marketplace — compare Silver first if you’re CSR-eligible. This is separate from premium subsidies.

Strategy

Enrollment and Deadlines for COBRA Insurance

COBRA Notice and Election Deadlines

Federal rules set the minimum timeline below (U.S. Department of Labor). Your plan can give you more time, but not less. The election notice comes from the plan administrator, which isn’t always your employer.

Step	Deadline	Who acts
Job loss, cut in hours, death or Medicare entitlement of the employee	Within 30 days after the event, the employer notifies the plan administrator	Employer
Divorce, legal separation or a child losing dependent status	You notify the plan; its deadline can’t be shorter than 60 days	You or another qualified beneficiary
Election notice	Within 14 days after the administrator is notified; within 44 days after the qualifying event (or loss of coverage) when the employer is also the administrator	Plan administrator
Election window	At least 60 days, from the later of the date the election notice is provided or the date coverage would end	You
First premium	At least 45 days after you elect	You
Later premiums	Grace period of at least 30 days for each payment	You
Disability extension (to 29 months)	Notify the plan of the Social Security disability determination within the plan’s deadline, which can’t be shorter than 60 days	You

Using the COBRA and Marketplace Deadlines Together

Electing COBRA within the window keeps your coverage continuous: your first payment generally covers the period from the date your coverage ended, and if you only need COBRA for a short time, such as one or two months, you can pay for just those months from the coverage loss date (CMS). Your Marketplace window runs on its own clock: you can pick a Marketplace plan up to 60 days before or after losing job-based coverage, and being offered COBRA doesn’t limit your eligibility for a Marketplace plan or tax credit (DOL). That gives you time to compare both before you decide, and COBRA can cover a short gap until a Marketplace plan starts. Check your Marketplace start date before you end COBRA (HealthCare.gov).

Switching From COBRA to a Marketplace Plan

Outside Open Enrollment, HealthCare.gov lets you switch from COBRA to a Marketplace plan if your COBRA coverage is running out, if you have to pay the full cost because your former employer stops contributing, or if it’s still within 60 days of losing your job-based coverage. When COBRA runs out, you have 60 days to enroll in a Marketplace plan through a Special Enrollment Period, or 30 days to request special enrollment in another group health plan, such as a spouse’s (DOL). Ending COBRA early or stopping your premium payments doesn’t qualify, so you would wait for the next Open Enrollment unless another life event applies. After you lose job-based coverage, a Marketplace plan starts the first day of the month after the old coverage ends if you pick a plan in time.

Open Enrollment

November 1 through January 15 on HealthCare.gov; for 2027 coverage that’s November 1, 2026 to January 15, 2027. Enroll by December 15 for January 1 coverage. State exchanges can set different dates. During Open Enrollment you can move from COBRA to a Marketplace plan for any reason.

Special Enrollment Period (SEP)

Outside Open Enrollment, you need a qualifying life event, usually with a 60-day window: losing job-based coverage or having COBRA run out, getting married, having a baby or adopting, or moving to a new ZIP code or county. Divorce or legal separation qualifies only if you lose coverage, and losing Medicaid or CHIP gives you 90 days. Complete QLE list →

Plans Sold Outside the Marketplace

Short-term plans, private PPO and EPO plans, supplemental coverage, dental, vision and life insurance can be applied for outside Open Enrollment, but approval depends on each plan’s eligibility and underwriting rules, and the start date depends on the plan. Medicaid and CHIP accept applications year-round.

How FreedInsure Enrolls You

Call (844) 788-3733 or submit the form. A licensed advisor calls within 15 minutes, compares your COBRA premium with Marketplace plans and any tax credit you qualify for, and can enroll you over the phone. Marketplace start dates follow HealthCare.gov’s rules for your situation. Our help is free to you.

Action Steps

Mistakes to Avoid

Mistake 1: Not Checking Your Subsidy

Many people assume they earn too much. For 2027 coverage, one person can earn up to $63,840 (400% of the federal poverty level) and still qualify for a premium tax credit, and being offered COBRA doesn’t make you ineligible. A 60-second check costs nothing. Check now →

Mistake 2: Lowest Premium ≠ Lowest Total Cost

A Bronze plan with a low premium and a high deductible can cost more over a year than a Silver or Gold plan if you use a lot of care. Calculate total cost = premiums + expected out-of-pocket costs, up to the plan’s out-of-pocket maximum ($12,000 for one person in 2027). The same math applies to COBRA: if you’ve already met most of this year’s deductible on your employer plan, staying on COBRA through the end of the year can cost less than starting over on a new plan.

Mistake 3: Skipping CSR on Silver

If income qualifies for Cost-Sharing Reductions (100–250% FPL) and you choose Bronze instead of Silver, you give up lower deductibles and a lower out-of-pocket maximum (as low as $4,000 for one person in 2027, instead of $12,000). A broker ensures you don’t leave money on the table.

Mistake 4: Going Without Coverage

Without insurance, one emergency room visit, hospital stay or surgery can leave you with large bills. If you skip COBRA and also miss the 60-day Special Enrollment Period, you may have to wait until Open Enrollment for a Marketplace plan.

Mistake 5: Dropping COBRA Mid-Year

Ending COBRA early or stopping your payments doesn’t open a Special Enrollment Period, so you could be uninsured until the next Open Enrollment. Switch within 60 days of losing job-based coverage, during Open Enrollment, or when COBRA runs out, and check your new plan’s start date before you end COBRA. If you’ve applied for Medicaid or CHIP, wait for a final eligibility decision before ending COBRA (HealthCare.gov). Coverage options after a job loss →

Expert Advice

How FreedInsure Helps

FreedInsure compares 14+ health insurance carriers simultaneously to find you the best rate and coverage for your specific situation. FreedInsure LLC is an independent insurance agency; its licensed agent, Constantino Lardi (NPN 20230457), is licensed in 42 states. Our help is free to you, and we’ll show you your ACA Marketplace options, including any tax credit you qualify for, next to any private plan.

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Sources

COBRA continuation coverage: who qualifies, how long it lasts, what it costs — CMS
COBRA coverage and switching to a Marketplace plan — HealthCare.gov
Special Enrollment Periods — HealthCare.gov
Rev. Proc. 2026-26: 2027 premium tax credit percentages (PDF) — IRS
An Employer’s Guide to Group Health Continuation Coverage Under COBRA (PDF) — U.S. Department of Labor
29 CFR 2590.606-4: COBRA election notice deadlines, including the 44-day rule — eCFR
If you lose job-based health insurance — HealthCare.gov
How insurance companies set health premiums — HealthCare.gov
Health Insurance Exchanges 2026 Open Enrollment Report (PDF) — CMS
2027 maximum out-of-pocket and cost-sharing reduction limits (PDF) — CMS
Instructions for Form 8962: COBRA and premium tax credit eligibility — IRS

FAQ

Frequently Asked Questions

What is COBRA insurance?

COBRA is continuation of your former employer’s group health plan after a job loss, cut in hours or other qualifying event, usually for 18 months and up to 36 months for some events. You pay the full premium plus up to a 2% administrative fee, so compare it with an ACA Marketplace plan and your other options too. Check eligibility →

How much does COBRA insurance cost?

Up to 102% of the plan’s total cost: the share you paid, the share your employer paid, and up to a 2% administrative fee (up to 150% during an 11-month disability extension). In CMS’s example, a plan that costs $400 a month can cost up to $408 a month on COBRA. Your election notice shows your exact premium. In 2026 Open Enrollment, people who picked a Marketplace plan with a tax credit paid an average of $96 a month after the credit (CMS).

Who is eligible for COBRA?

Employees, spouses, former spouses and dependent children who were on an employer’s group health plan the day before a qualifying event, such as a job loss (other than for gross misconduct), a cut in hours, divorce or legal separation, the employee’s death or Medicare entitlement, or a child losing dependent status. COBRA generally applies to employers with 20 or more employees; some states have mini-COBRA laws for smaller employers.

How long does COBRA last?

18 months after a job loss or cut in hours, up to 29 months with a Social Security disability extension, and 36 months for a spouse or child after divorce or legal separation, the employee’s death or Medicare entitlement, a child losing dependent status, or a second qualifying event.

How long do I have to elect COBRA?

At least 60 days, counted from the later of the date your election notice is provided or the date your coverage would end. Your employer has 30 days to notify the plan administrator, which then has 14 days to send the notice (44 days in total when the employer is the administrator). Your first premium is due at least 45 days after you elect.

Can I switch from COBRA to a Marketplace plan?

Yes, at the right time: during Open Enrollment, within 60 days of losing job-based coverage, when COBRA runs out, or if you must pay the full cost because your former employer stops contributing. Ending COBRA early or stopping payments on your own doesn’t open a Special Enrollment Period. Compare →

What are the alternatives to COBRA?

An ACA Marketplace plan, with a premium tax credit if your income qualifies; Medicaid or CHIP, which you can apply for any time; or a spouse’s job-based plan, if you request special enrollment within 30 days of losing your coverage (DOL). Short-term plans and other plans sold outside the Marketplace are another option, but they aren’t ACA plans, approval and start dates depend on the plan, and you can’t use a tax credit for them. See your options →

Do I qualify for subsidies?

Many do. For 2027 coverage, premium tax credits go to households earning 100%–400% of the federal poverty level ($15,960–$63,840 for one person); the enhanced subsidies with no income cap expired after 2025. Being offered COBRA doesn’t make you ineligible, but you can’t get the credit for months you’re enrolled in COBRA. Check →

When can I enroll?

ACA: Open Enrollment (Nov 1–Jan 15) or within 60 days of a qualifying life event such as losing job-based coverage. COBRA: at least 60 days to elect after your election notice. Plans sold outside the Marketplace can be applied for outside Open Enrollment, but approval and start dates depend on the plan.

Are pre-existing conditions covered?

Yes on COBRA and ACA plans. COBRA keeps the same group plan you had at work, and federal rules bar group health plans from imposing pre-existing condition exclusions. All Marketplace plans must cover pre-existing conditions. Short-term plans typically exclude them; for other private plans, get it in writing before you enroll.

What is the best plan tier?

Silver with CSR if income qualifies (100–250% FPL). Otherwise Bronze for the lowest premium, or Gold or Platinum for lower out-of-pocket costs.

Is FreedInsure free?

Yes. Our help is free to you. ACA Marketplace plans and tax credits are the same through us as on HealthCare.gov, plus guidance.

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Call (844) 788-3733 or submit the form. Advisor calls within 15 minutes. Free, no obligation.

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