How to Sign Up for COBRA to Keep Your Health Insurance
8 minutes
Losing a job or going through a major life change often means one big question: what happens to my health insurance? Health coverage is one of the most important protections for families, but it’s also one of the easiest to lose when employment shifts. That’s where COBRA comes in.
The Consolidated Omnibus Budget Reconciliation Act (aka COBRA) gives you the chance to keep your employer-sponsored health insurance temporarily after certain qualifying events like job loss, a reduction in work hours, divorce, or even a dependent child aging out of coverage. For many, COBRA acts as a safety net, ensuring there’s no gap in coverage while you figure out your next step.
But COBRA isn’t automatic. You’ll need to know the rules, deadlines, and costs before you decide. In this guide, we’ll explain how to sign up for COBRA, what documents you’ll need, what it will cost, and what happens once it ends so you can make the choice that works best for you and your family.
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What is COBRA coverage?
COBRA allows you to temporarily continue the same health insurance plan you had through your employer. That means the same doctors, same prescriptions, and same benefits, just without your employer covering part of the cost.
You usually qualify if you lose coverage because of:
Job loss (voluntary or involuntary)
Reduction in work hours
Divorce or legal separation from a covered employee
Death of a covered employee
A child aging out of dependent coverage
Step 1: Watch for your COBRA election notice
Your employer or the plan administrator must send you a COBRA election notice within 14 days after your coverage ends (or 44 days if the employer handles both the termination and the COBRA notice). This packet explains your rights, costs, and deadlines.
If you don’t receive it, contact your HR department or benefits administrator right away.
Step 2: Review the costs carefully
With COBRA, you pay the full premium, which is the part you used to pay plus the part your employer covered, plus up to a 2% administrative fee.
Example:
Employer plan total premium = $600/month
Employee contribution = $150/month
Employer contribution = $450/month
COBRA cost = $600 + $12 (2% fee) = $612/month
For many families, COBRA is expensive, but it can be worth it if you want to keep your doctors or need ongoing care.
Step 3: Decide within 60 days
You have 60 days from the date of your COBRA notice (or the day your coverage ended, whichever is later) to elect COBRA. If you miss this window, you lose the option permanently.
Tip: Even if you wait until the end of the 60 days, COBRA coverage will backdate to the day you lost your employer coverage, so you won’t have a gap if you had medical bills during that time.
Step 4: Submit your election form
Fill out the election form included in your COBRA notice. Return it by the deadline listed, keeping a copy for your records. Some plans allow electronic submissions; others require paper forms.
Once accepted, you’ll get instructions on how and where to send payments.
Step 5: Make your first payment
Your first premium payment is due within 45 days after you elect COBRA. Coverage won’t be fully active until payment is made, but it will apply retroactively back to your coverage loss date.
If you miss a payment, your coverage can be canceled, so mark your calendar for monthly due dates.
What happens when COBRA ends?
COBRA is temporary. Once your maximum coverage period ends (usually 18 months, but up to 36 months in some situations), you’ll need to switch to another form of health insurance, such as:
A new employer’s plan
A plan from the HealthCare.gov marketplace (you may qualify for subsidies)
Medicaid, if you meet income requirements
Alternatives to COBRA if it’s too expensive
For many people, COBRA’s cost is the biggest drawback. Here are some common alternatives to COBRA to consider:
Marketplace health plans (ACA/Obamacare): Available at HealthCare.gov or your state exchange. If your income qualifies, you may receive subsidies that make premiums far cheaper than COBRA. Open enrollment usually runs November–January, but losing job-based coverage triggers a Special Enrollment Period (SEP).
Medicaid: Free or low-cost health insurance for people with limited income. Eligibility varies by state, but if you recently lost your job, you may qualify.
CHIP (Children’s Health Insurance Program): If you have kids, CHIP may cover them even if your income is too high for Medicaid.
Short-term health insurance: Temporary, usually lower-cost coverage. Be careful: these plans often exclude pre-existing conditions and don’t cover as much as ACA or COBRA.
Spouse’s or parent’s employer plan: If your spouse or parent has job-based insurance, you may qualify for a “special enrollment” period to join their plan.
Tip: Before choosing COBRA, compare costs. In many cases, marketplace or Medicaid plans can save you hundreds per month.
Frequently Asked Questions
Is COBRA my only option after losing a job? No. Marketplace health plans, Medicaid, or a spouse’s plan may be more affordable.
Can I drop COBRA early if I find other coverage? Yes. You can end COBRA at any time, but once you drop it, you usually can’t restart it.
Does COBRA cover dental and vision insurance too? Yes, if those were part of your employer-sponsored plan, you can choose to continue them.
What if I can’t afford COBRA premiums? Check your state’s Medicaid program, marketplace subsidies, or short-term plans. Some employers also offer subsidies for a few months.