All About COBRA Insurance Review

Updated: November 27, 2022
cobra insurance review

If you’ve ever used or purchased a health insurance plan related to your employment status, you might as well have been on a COBRA health insurance plan. To understand more about how this plan works, keep reading this article’s COBRA insurance review below.

Before now, many individuals have had difficulties maintaining quality healthcare due to the shock that comes with job loss. However, today with the help of the Consolidated Omnibus Budget Reconciliation Act (COBRA), individuals can access their Employer-Sponsored Plans for a short while before getting another plan.

When employees leave their jobs or have their work hours reduced, the COBRA health insurance program permits eligible employees and their families to continue receiving health insurance coverage benefits.

In this article, we will highlight the main fundamentals of COBRA, including its operation, eligibility requirements, advantages and disadvantages, and other characteristics, which are covered below.

What is COBRA Insurance?

Usually, a portion of the insurance premiums of individuals who work for large business firms is being paid by these firms in the US that employ 50 or more full-time workers to offer health insurance to their qualified employees.

These health benefits are mostly classified under Employer-Sponsored Plans in the US, and workers are normally eligible only as long as they are still maintaining their worker status. The company may stop contributing to the employee’s insurance premiums if the employee no longer qualifies for the employer’s health insurance benefits, which can occur for several reasons (including being fired or working fewer than the required hours per week).

In that situation, COBRA enables employees and their dependents to continue with the same insurance coverage for a short time as long as they are prepared to pay for it independently. Hence, you’d still be part of your Employer-sponsored plan for a specific period until you can source a new plan.

Former coworkers, spouses, ex-spouses, and dependent children must be given a choice to continue their group health insurance coverage under COBRA, which would otherwise be canceled. Because the employer will no longer contribute to the cost of the premiums, these individuals will likely pay more for health insurance coverage through COBRA than they did as employees.

However, COBRA coverage may be less expensive than an individual insurance plan. This is only logical when you consider that the company is an independent entity and the individual contributes enough to them. It’s crucial to remember that COBRA is a health insurance program, so different plans are eligible under the COBRA policy.

This means that based on your specific plan under COBRA, you could have access to a different set of healthcare services from another person on a different plan under COBRA. Certain plans may pay for expenses like prescription medication, dental work, and vision care. Also, it is good to note that It excludes disability and life insurance.

The COBRA plan was made specifically to aid individuals with their healthcare policy at times when the uncertainty of employment plays a hand. Sometimes, the government might even intervene in certain conditions to ensure that those who lost their jobs are not left out regarding quality healthcare access.

For instance, following the American Rescue Plan Act of 2021, from April 1 through September 30, 2021, the federal government reimbursed COBRA insurance premiums for people (and their covered relatives) who lost their jobs as a result of the 2020 economic crisis.

How does COBRA insurance work?

Different employees and other people may qualify for COBRA coverage under different rules. Employees who qualify for COBRA coverage must also meet the COBRA insurance rules before accessing the plan, which will be discussed in more detail in this section.

Normally, COBRA coverage must be available to employers with 20 or more full-time equivalent workers. Part-time workers’ combined working hours can be used to form a full-time equivalent worker, determining whether COBRA generally applies to the business.

Programs provided by for-profit businesses and most local and state governments are covered under COBRA. A statute comparable to COBRA provides coverage for federal employees.

Additionally, COBRA-like local legislation exists in numerous states. These can be referred to as mini-COBRA plans and normally apply to health insurers of firms with fewer than 20 employees.

An employee who qualifies for COBRA must be enrolled in a group health insurance plan provided by their employer on the day before the qualifying event. More than half of the employer’s normal business days in the prior calendar year must have been covered by the insurance plan.

For the departing employee to be eligible for COBRA, the firm must still provide its current employees with a health plan. The departing employee might no longer be eligible for COBRA coverage if the employer goes out of business or stops providing insurance to current employees (for example, if the number of employees falls below 20).

The employee’s health insurance must be lost due to the qualifying occurrence. The list of eligible beneficiaries is based on the kind of qualifying event, and each type of beneficiary has different requirements.

To help you get a better insight into how the COBRA works, we would give you some more insight into the specific categories of individuals that may be under the COBRA plan.


If any of the following apply, employees are eligible for COBRA insurance coverage:

  • The employee is at fault for job loss, whether voluntarily or not, except in cases of gross misconduct or any other abnormal scenario.
  • A reduction in hours worked causes the loss of employer insurance coverage.


Usually, depending on the coverage issued by the Employer Sponsored plans, spouses have access to certain employer-sponsored plans. You should note that a spouse can only access COBRA medical insurance through their partners.

In addition to the two qualifying events mentioned above for employees, the following criteria must be satisfied for a spouse to be eligible for COBRA coverage on their own:

  • The covered employee must gain Medicare eligibility.
  • Legal separation or divorce from the covered employee
  • the covered employee’s passing
  • In the case of a divorce, a legal separation, or the loss of a child’s dependent status, the employee or beneficiaries shall give notice to the plan.
  • Dependent Kids
  • With one addition, the qualifying events for dependent children are often the same as for the spouse:

Loss Of Dependent Status Under The Terms Of The Plan

Within 30 days of the employee-specific qualifying event, the employer is required to notify the plan. The employee or beneficiaries must inform the plan if the qualifying event involves a divorce, a legal separation, or the child’s loss of dependent status.

Cost Of COBRA Insurance

Although “group rate” may be mistakenly understood as a discount, it may be very expensive. During the employment period, the employer frequently foots a sizable percentage of the real health insurance premium (for instance, 80% of premium costs), with the remaining balance being paid by the employee.

After work, the person is expected to pay the whole premium and occasionally an additional 2% for administrative costs. Costs may not total more than 102% of the COBRA insurance cost for employees without a qualifying occurrence.

Because of this, even though group pricing for the COBRA continuation plan is available throughout the post-employment term, the ex-employee may pay substantially more than they would have in the past for insurance. In essence, the expense is unchanged but must be paid entirely by the individual, with no assistance from the company.

COBRA might be more affordable than other individual health insurance policies. In particular, if they are qualified for a subsidy, it is crucial to contrast it with any coverage that the former employee might be eligible for under the Affordable Care Act. The human resources division of the employer can give specific pricing information.

During the 2020 financial crisis, anyone who lost their health insurance due to a job loss was eligible for a “special enrollment” period on the federal exchanges, giving them 60 days to enroll. Perhaps there was a way to find a COBRA-like insurance option that was less expensive.

COBRA Insurance Benefits

According to COBRA regulations, eligible candidates may receive coverage similar to what the business provides to present employees. Changes to the plan’s benefits for currently employed individuals will also affect qualified beneficiaries.

The same decisions must be available to all eligible COBRA beneficiaries as they are to non-COBRA beneficiaries. In essence, COBRA’s insurance provisions for former employees and beneficiaries are identical to those for current employees and beneficiaries.

At least 60 days must pass before you are offered the option to choose continued coverage. You can change your mind throughout the 60-day election even if you waive coverage. Learn about health insurance benefits here.

Depending on the relevant circumstances, COBRA coverage is only available from the qualifying event date for a limited time of 18 or 36 months.

If any qualified beneficiary in the family is disabled and satisfies certain criteria, or if a second qualifying event takes place—which may include the death of a covered employee, the legal separation of a covered employee and spouse, the covered employee becoming eligible for Medicare, or the covered employee losing dependent child status under the plan—one may be eligible to extend the 18-month maximum period of continuation coverage.

Frequently Asked Questions

  • How does cobra insurance work if I quit my job?

If you lose your work or quit, COBRA allows you to continue with your current employer-based coverage for at least 18 months.

People who obtain employer-based insurance from businesses with fewer than 20 employees, the federal government, churches, or other affiliated groups are not eligible for COBRA coverage.

  • Is COBRA worth getting?

You can reduce your out-of-pocket expenses by using COBRA. If you travel outside of your state or own more than one house, employer-sponsored health insurance may offer wider networks than non-group health plans.

  • Who is eligible for COBRA?

The COBRA law does not let everyone keep their health insurance. You can better prepare for the future by knowing if you qualify for COBRA health insurance.

All three of the following conditions must be met for you to be eligible for COBRA;

– The COBRA law must apply to your current health insurance plan. Not every health plan is.

– Your existing health plan must consider you a qualified beneficiary.

– A qualifying event is a requirement.

  • What is cobra health insurance?

Under certain conditions, such as a voluntary or involuntary job loss, the Consolidated Omnibus Budget Reconciliation Act (COBRA) grants employees and their families who lose their health benefits the right to choose to continue receiving group health benefits from their group health plan for a limited amount of time.

  • How long does cobra insurance last?

Despite the short duration of COBRA, you will have time to select a different plan. Federal coverage lasts for 18 months, beginning with the termination of your prior benefits. Some states offer 36 months of medical coverage, but not always dental or vision.

To determine if your state offers COBRA benefits, speak with your benefits manager. While COBRA does not have a lifetime cap, some benefits do. You are eligible for the same benefits for the same duration each time you enroll.

  • How do I get COBRA insurance?

Following job loss, follow these instructions to obtain COBRA health insurance:

– Reduction in hours or leaving a company with 20 or more employees.

– Await the arrival of a letter in the mail.

– Make a health insurance choice within 60 days.

– Pay your debt in full within 45 days.

  • How much is cobra insurance?

Workers typically pay 30% of the family and 20% of the individual premiums. Your monthly COBRA dental insurance payment may be five times more than your payroll deduction because you will be responsible for paying the entire premium amount under COBRA.

You can change to a less expensive plan during the subsequent open enrollment period. For single and family coverage, high-deductible health plans (HDHP) have significantly cheaper premiums than other types of plans.

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