How Long COBRA Insurance Coverage Lasts
You may keep COBRA coverage for up to 18 months as an employee, or for up to 36 months if you are a qualifying dependent. Dependents such as a spouse or children may qualify for the longer coverage period under circumstances like divorce or the death of the covered employee. If someone on the plan is deemed disabled by the Social Security Administration (SSA) within the first 60 days of COBRA coverage, the coverage may be extended to 29 months. You must notify the plan administrator within 60 days of receiving the SSA disability determination to qualify for this extension.
COBRA Coverage Duration Based on Qualifying Events
The chart below outlines how long you can maintain your workplace health insurance through COBRA, depending on the qualifying event. Review all Qualifying Events for new health insurance.
| Qualifying COBRA Event | Length of Continuation Coverage |
|---|---|
| Reduction of hours resulting in loss of coverage | 18 months |
| Voluntary termination of employment | 18 months |
| Involuntary termination of employment | 18 months |
| Divorce, annulment, termination of domestic partnership, or legal separation | 36 months |
| Child ceases to be a dependent (for example, turns 26) | 36 months |
| Death of employee | 36 months |
| Disability determination within first 60 days of COBRA coverage | 29 months |
Using COBRA for a Few Months
If you anticipate you will start a new health insurance plan sooner than later, you may use the former employer's health plan for any duration up to 18 or 36 months, depending on the qualifying event. There is not an early termination policy or penalty.
Disability Extension While on COBRA
You may be eligible for COBRA and Social Security disability benefits. If so, COBRA coverage can be extended for 11 more months, bringing the total coverage to 29 months
You must also let the plan administrator know about your disability within 60 days of your disability determination.
Additionally, the disability must have occurred within the first 60 days of your COBRA coverage. Your group health plan must provide disability extensions beyond the 18-month period. The premium cost may increase by 150% of the standard premium during the additional 11 months.
Communicating with the plan administrator is important. Understand the terms and eligibility requirements for extending COBRA benefits if you are disabled. This will ensure you have the best coverage.
Events That Trigger COBRA Coverage
Certain events qualify you for COBRA coverage, such as losing your job (unless it is due to gross misconduct), having your work hours reduced, or experiencing a divorce or legal separation. If a dependent child loses their status as a dependent, they may also qualify. These events allow you to continue your employer-provided health coverage.
Leaving a job may be voluntary or involuntary. You can keep your employer’s group health insurance for up to 18 months after your job ends. By electing COBRA coverage, you have the right to retain your health benefits even if your employment status changes.
How Long Can Dependents Use COBRA?
Qualifying events can remove a spouse, partner, or dependent from a group health plan. These beneficiaries may be eligible for COBRA coverage for up to 36 months. Qualifying events include the death of the covered employee, divorce, legal separation, or annulment.
Adult children lose their dependent child status at age 26. They may elect COBRA coverage for up to 36 months to continue on their parent's health insurance plan.
How Do Dependents get Started with COBRA?
Contact the plan administrator of your employer group health plan within 60 days of the qualifying event to get COBRA benefits. The plan administrator will provide you with information about your rights and how to enroll in COBRA. Once you enroll, you must pay the premiums in full, within 30 days, in order to maintain coverage.
Frequently Asked Questions
Employees who lose their job can typically stay on COBRA for up to 18 months.
COBRA coverage can be extended up to 29 months if the employee qualifies for a disability extension or if a second qualifying event occurs during the coverage period.
Spouses and dependents are usually eligible for COBRA for 18 months if the employee loses their job or has a reduction in work hours.
After a divorce or legal separation, the spouse can stay on COBRA for up to 36 months.
Dependents can remain on COBRA for up to 36 months following the death of the covered employee.
A dependent child who loses coverage after turning 26 can continue on COBRA for up to 36 months.
Yes, if one family member qualifies for the disability extension, all covered family members on the plan can receive the extension to 29 months.
Schedule A Consult
We can help you find an affordable health plan before your next major medical health coverage begins.
Schedule Call / Add To Calendar – Choose Date And Time
