Frequently Asked Questions
How accurate is this COBRA cost calculator?
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This calculator uses 2026 average employer plan cost data from KFF and the Kaiser Family Foundation. Because your actual COBRA premium depends on your specific employer plan, results are estimates — typically within 10–15% of your real premium. Your HR department can provide your exact premium via a COBRA election notice, which your plan administrator must send within 14 days of your qualifying event.
Does the calculator include the 2% COBRA administrative fee?
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Yes. COBRA law allows plans to charge up to 102% of the total premium — that's your share plus your employer's share plus a 2% administrative surcharge. This calculator factors in that 2% in its estimate. Some plans charge exactly 100%, so your actual bill may be slightly lower.
Why is COBRA so much more expensive than my old paycheck deduction?
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When you were employed, your employer was quietly covering 70–83% of your health insurance premium. Your paycheck deduction was just the employee share. On COBRA, you pay 100% of the total cost (both the employee and employer portions) plus the 2% admin fee. Most people are shocked because they never saw what the full plan cost — it was hidden in your compensation package.
Can I get a subsidy on COBRA? What about premium tax credits?
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No — COBRA premiums are not eligible for ACA premium tax credits (subsidies). However, losing job-based coverage triggers a Special Enrollment Period that lets you switch to an ACA marketplace plan, where you can receive subsidies. For a family of four earning $80,000/year in Florida, subsidies can reduce marketplace premiums by $600–$1,200/month. That's often thousands of dollars per year versus COBRA.
What is the COBRA election deadline?
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You have 60 days from the date you receive your COBRA election notice (or the date coverage ends, whichever is later) to elect COBRA. Miss this deadline and you permanently lose the right to elect COBRA for that qualifying event. However, you still have a Special Enrollment Period to join the ACA marketplace within 60 days of losing job-based coverage — so you're not left without options.
How long can I stay on COBRA?
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For most qualifying events (job loss, reduced hours), COBRA lasts up to 18 months. For qualifying events related to a dependent's change in status (divorce, death of employee, child aging off plan), COBRA can last up to 36 months. In some states, "mini-COBRA" laws extend coverage for employees of small businesses (2–19 employees) not subject to federal COBRA.