Cobra Insurance Cost: Average Rates & What Drives Them

COBRA lets you keep the health plan you had through a job after you leave it, or after your hours drop. It is not a separate product with its own price list. You get the same plan, the same network, and the same cost sharing, but you pay for it yourself.

That is why COBRA often feels like a jump. While you were employed, your employer paid part of the premium. Under COBRA, you pay the whole premium plus a small fee. This guide explains how the bill is set, how it compares with the individual marketplace, and what national employer plan costs say about what to expect.

The maximum a plan can charge is a percentage of the total cost of coverage, which includes the share your employer used to pay. The extra margin covers administration. If the plan is self-insured or the insurer changes rates, the COBRA premium moves with it.

The employee share row above shows what workers on employer plans usually pay compared with the full premium. A bigger share of the cost lands on you once COBRA starts, which explains the sticker shock many people report.

A longer extension period, for people who qualify for it because of a disability determination, allows a higher charge in the later months.

The monthly figure depends on which plan you had and whether it covered only you or your family. Your election notice from the plan administrator states the exact amount. If you cannot find it, ask your former employer's benefits office.

An early retiree example shows how COBRA can compare with a marketplace plan.

The marketplace Silver plan in the table is shown with and without a premium tax credit. The subsidized price depends on your income and household size, and it can be much lower than COBRA or, for higher incomes, no lower at all. HealthCare.gov shows what you would pay after any credit.

The best national picture of the base price comes from employer surveys. COBRA is built on the total premium, not on the worker contribution, so these totals tell you roughly where the bill starts.

These are national averages for employer plans in 2025. They are not COBRA bills, and a specific plan can be priced much higher or lower. KFF's survey does not report COBRA premiums directly.

If you lose job based coverage, you usually have a window to enroll in a marketplace plan as well. Some people compare the two on price. COBRA keeps your current doctors and any deductible you have already met this year, which matters if you are partway through a treatment. A marketplace plan may cost less, especially with a tax credit, but it can have a different network and a new deductible.

Other options to look at include a spouse's employer plan, Medicaid for people who qualify, and short term plans, which do not cover the same benefits. Healthcare.gov and a licensed insurance agent or navigator can explain how those compare for your income.

• The plan you had: PPO, HMO, and high deductible plans are priced differently.
• Who is covered: single, employee plus spouse, or family coverage.
• Your employer's contribution before you left: the higher it was, the bigger the jump.
• Plan changes at renewal: COBRA premiums can change when the employer's plan year renews.
• Disability extension: later months can cost more if you qualify.