What Is COBRA Insurance?
COBRA gives employees the right to continue employer health coverage after job loss, hour reduction, divorce, or death. You pay 100% of the premium plus 2% admin. 18–36 months duration. Definitive eligibility, cost, deadline, and alternative guide.
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This is FreedInsure’s definitive guide to What Is COBRA Insurance?. Written by licensed professionals (NPN: 20230457). We compare plans from 6+ carriers across 39 states. 100% free service. Call (844) 788-3733 for personalized guidance.
COBRA: Your Employer Plan, Your Full Cost
COBRA = continuation of your exact employer plan — same carrier, network, doctors, benefits. Only change: you pay 100% of the premium (employer no longer subsidizes) plus 2% admin fee. Applies to employers with 20+ employees. State “mini-COBRA” covers smaller employers in most states.
Duration: 18 months (job loss/hour reduction). 36 months (divorce, dependent aging out, employee death). 29 months (disability within 60 days of qualifying event).
Critical COBRA Deadlines
Election Notice: Employer sends within 14 days of qualifying event. Election deadline: 60 days from notice. Coverage is retroactive. Initial premium: Due within 45 days of electing. Ongoing: 30-day grace period. Strategy: Elect COBRA within 60 days AND explore ACA during your separate 60-day SEP. Choose whichever is better.
ACA Is 60–80% Cheaper for Most People
COBRA individual: $700–$900/month. ACA with subsidies: $0–$300/month. Savings: $4,800–$10,800/year. Choose COBRA only if: mid-treatment with specific doctor not on ACA networks, already met annual deductible, or earn too much for subsidies with superior employer plan. For 85–90% of people, ACA wins. Compare alternatives →
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