How long COBRA lasts
| Qualifying event | Maximum coverage | Who must notify the plan |
|---|---|---|
| Job ended | 18 months (29 with disability) | Employer, within 30 days |
| Hours cut | 18 months (29 with disability) | Employer, within 30 days |
| Divorce or legal separation | 36 months | You, within 60 days |
| Death of the employee | 36 months | Employer, within 30 days |
| Employee entitled to Medicare | 36 months | Employer, within 30 days |
| Child loses dependent status | 36 months | You, within 60 days |
29 U.S.C. §1162(2)(A) and §1166(a). The calculator counts the maximum period from the date of the qualifying event; some plans count from the date coverage ends instead. Check your notice. A second event (such as a divorce) during the first 18 months can extend a spouse's or child's coverage to 36 months from the first event. If the job loss came less than 18 months after the employee became entitled to Medicare, the spouse and children keep coverage until 36 months after the Medicare date (§1162(2)(A)(vii)).
The deadlines in order
- Employer → plan: within 30 days of a job loss, cut in hours, death or Medicare entitlement (§1166(a)(2)).
- You → plan: within 60 days of a divorce, legal separation or a child losing dependent status, at least 60 days after the later of the event or losing coverage (§1166(a)(3); 29 CFR 2590.606-3(c)).
- Plan → you: the election notice within 14 days of being told; 44 days after the event (or after coverage ends, if the plan counts from that date) when the employer runs the plan itself (29 CFR 2590.606-4(b)).
- Your election: at least 60 days, ending no earlier than 60 days after the later of losing coverage or getting the notice (§1165(a)(1)).
- First premium: not required earlier than 45 days after you elect; later payments are on time within 30 days of the due date (§1162(2)(C), (3)).
COBRA applies to employers with 20 or more employees (§1161(b)); many states have "mini-COBRA" laws for smaller employers. Federal employees, churches and some others follow different rules. This calculator is a planning aid. Your plan's notice controls.
Frequently asked questions
How long do I have to elect COBRA?
At least 60 days. The election period cannot end earlier than 60 days after the later of the date your coverage ends or the date of the election notice (29 U.S.C. §1165(a)(1)). Your plan may give you longer.
How long does COBRA coverage last?
Up to 18 months after a job loss or a cut in hours, 29 months if Social Security determines someone in the family was disabled at any time in the first 60 days of COBRA and the plan is told in time, and 36 months after a death, divorce or legal separation, Medicare entitlement, or a child losing dependent status (§1162(2)(A)).
When is the first COBRA premium due?
The plan cannot require it earlier than 45 days after the day you elect coverage (§1162(3)). After that, each monthly payment counts as on time if it is made within 30 days of the due date (§1162(2)(C)).
When should the election notice arrive?
The employer must tell the plan administrator within 30 days of a job loss, cut in hours, death or Medicare entitlement, and the administrator then has 14 days to send you the notice. When the employer is also the administrator, the notice is due within 44 days (29 CFR 2590.606-4). For divorce or a child losing dependent status, you must tell the plan within 60 days.