COBRA Continuation Coverage Calculator
직장 재직 시 본인 부담 건강보험료 (장기요양 제외)
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How to use
- 1 Enter the total monthly premium for your current employer health insurance — this is the full cost (your share + employer share).
- 2 Enter your current employee share. The difference is the employer share you'll pick up under COBRA.
- 3 Click Calculate to see total monthly COBRA premium (employee + employer share + 2% admin fee).
- 4 Compare to ACA Marketplace plans (Healthcare.gov) — many laid-off workers pay less on Marketplace, especially with subsidies.
- 5 You have 60 days from qualifying event to elect COBRA. Premium retroactive to qualifying date if elected within 60 days. Pay first premium within 45 days of election.
About COBRA Continuation Coverage Calculator
FAQ
Q How much does COBRA cost?
Full unsubsidized premium plus 2% admin fee. Typical 2026: $700-$900/month single, $2,000-$2,500/month family. Average employer-sponsored premium is $10,000/year single, $26,000/year family — and you pay the entire amount under COBRA, not just your old employee share.
Q Is COBRA cheaper than ACA Marketplace?
Usually no — most laid-off workers pay less on the ACA Marketplace, especially with Premium Tax Credit subsidies. Without subsidies, COBRA might be similar; with subsidies, ACA is typically much cheaper. Compare both at Healthcare.gov before electing COBRA — you have 60 days to decide.
Q How long does COBRA coverage last?
Generally 18 months for job loss / reduction in hours. Up to 36 months for divorce, death of employee, dependent aging out, or Medicare eligibility of covered employee. Disability extension adds up to 11 months (29 total) if you're disabled in the first 60 days of COBRA.
Q When does COBRA coverage start?
Retroactive to the qualifying event date if you elect within the 60-day election period. So you can wait, see if you need medical care, and elect retroactively if needed. But once elected, you owe all premiums back to the start date — no free coverage period.
Q Can I be denied COBRA?
No, generally — if you were enrolled in the employer plan immediately before the qualifying event, you have a federal right to continuation. Exception: termination for "gross misconduct" (criminal conduct, embezzlement, severe insubordination) can disqualify, though employers rarely invoke this.
Q How do I switch from COBRA to ACA Marketplace?
Loss of COBRA coverage triggers a Special Enrollment Period (60 days) for ACA. You can also drop COBRA voluntarily and use the loss as the SEP trigger if you're still in the original 60-day post-employment SEP. Do NOT just stop paying COBRA — that may waive future SEP rights. Coordinate with HR or COBRA administrator first.
Q Are COBRA premiums tax-deductible?
For self-employed: yes, fully via the self-employment health insurance deduction (no 7.5% AGI threshold). For others: yes as itemized medical expense, but only the amount above 7.5% of AGI counts. Most COBRA enrollees can't itemize because the standard deduction now beats itemized for most.
Q Does COBRA cover dental and vision?
Yes if those benefits were part of your employer plan immediately before the qualifying event. Each benefit may have its own premium. Many employers have separate dental/vision plans you can elect to continue independently — even if you decline medical COBRA, you can sometimes continue dental/vision.
Official resources
US DOL — COBRA Continuation Coverage
Authoritative US Department of Labor source for federal COBRA continuation coverage rules.
CMS — COBRA Information
Centers for Medicare & Medicaid Services COBRA reference and rules.
IRS — COBRA Tax Information
IRS guidance on COBRA premium tax treatment for employees and employers.
Healthcare.gov — Marketplace SEP After COBRA
Healthcare.gov guidance on transitioning from COBRA to ACA Marketplace.