Free, private coverage worksheet

Compare COBRA and ACA Coverage After Losing a Job

A job loss can create two different clocks and two very different cost structures. Compare one COBRA offer with one ACA Marketplace plan using the actual notices and plan documents in front of you.

Official sources checked July 25, 2026Your figures and dates stay in this browser.

After-job-loss decision workspace

Compare COBRA and an ACA Marketplace plan

Enter figures from your COBRA notice and an official Marketplace quote. This workspace organizes cost, continuity, and deadline tradeoffs. It does not determine eligibility or tell you which coverage to choose.

Use the date coverage would begin for the period you are comparing. Confirm that each option can actually start on the date you expect.

Use the same number of covered months for both options. The tool checks the period against the two plan-year reset dates below.

COBRA continuation coverage

Use the premium and remaining cost-sharing amounts shown by the former employer’s plan or administrator.

Enter the amount you would pay, including any administrative charge shown in the notice and after any confirmed severance contribution.

Ask the plan administrator what credited spending remains after your job-based coverage ends. This amount is displayed but not added to the total.

Enter the remaining amount for the correct individual or family tier, not the original annual maximum.

Estimate the deductibles, copays, and coinsurance you may pay. Do not include premiums.

Enter the next date when this plan's deductible or out-of-pocket maximum resets. Confirm it with the plan administrator or plan documents.

Confirm that the exact continuing plan and network still include the providers you expect to use.

Check the current formulary, drug tiers, pharmacy network, and authorization rules.

Enter the date stated by the plan administrator. Leave it blank if the election notice has not arrived, then request the notice and verify the deadline.

ACA Marketplace plan

Use one specific Marketplace plan and the net premium from an official eligibility result or quote.

Enter the amount after only the premium tax credit confirmed by the Marketplace. Income changes can change that amount.

A new plan commonly starts with new cost-sharing. Enter the amount shown for the plan after any credit you have confirmed. It is displayed but not added to the total.

Use the remaining limit for the exact plan and the same individual or family tier used for COBRA.

Estimate deductibles, copays, and coinsurance for this plan. Do not include premiums.

Enter the next date when this plan's deductible or out-of-pocket maximum resets. Confirm it in the exact plan documents.

Verify every provider against the exact plan and network, not only the carrier name.

Verify each drug, tier, pharmacy, quantity limit, and authorization rule for the exact plan.

Enter the date shown by HealthCare.gov or your state Marketplace for your situation. The tool does not decide whether a Special Enrollment Period applies.

Transparent cost method

Compare the same single-plan-year period without counting the deductible twice

Premium for the period

Monthly premium × months compared

COBRA and Marketplace premiums may begin on different dates. Confirm both effective dates and stop the comparison at the earlier plan-year renewal or cost-sharing reset.

Planning total

Period premium + estimated covered-care spending

Your estimate may include deductible payments, copays, and coinsurance. The tool does not add the deductible separately because that could count the same dollars twice.

High-use planning boundary

Period premium + remaining in-network out-of-pocket maximum

The worksheet rejects a period that crosses either reset date you enter. This single-plan-year boundary is not a guaranteed maximum: non-covered care, out-of-network charges, premiums, and other excluded spending may sit outside it.

What should you verify in the COBRA notice?

Federal COBRA generally applies to private-sector and state or local government group health plans sponsored by employers with at least 20 employees. Other continuation laws may apply when federal COBRA does not. The Department of Labor says a qualified person generally receives at least 60 days to elect, measured from the later of the election notice or the date coverage would otherwise end. The plan’s notice controls your actual instructions and dates.

  • Whether you and each family member have separate election rights.
  • The full premium, any temporary employer contribution, and when that contribution ends.
  • How prior deductible and out-of-pocket spending will be credited for the continuing plan year.
  • The election method, initial payment due date, future payment schedule, and coverage end conditions.

What should you verify with the Marketplace?

HealthCare.gov says losing job-based coverage can qualify a person for a Special Enrollment Period. The Marketplace—not this website—determines eligibility, documents, savings, plan start dates, and enrollment deadlines. Apply promptly and keep proof of the former coverage and its end date.

  • The last day of job-based coverage and the Marketplace plan’s confirmed effective date.
  • Household members included, projected annual household income, and any requested proof.
  • Net premium after confirmed savings and the possibility of tax-credit reconciliation when income changes.
  • The exact provider network, covered prescriptions, pharmacy network, deductible, and out-of-pocket limit.

Official sources used for this workspace

Rules and dates can depend on the employer, plan, state, event, household, and application. These sources were checked on July 25, 2026; official notices and agency decisions remain controlling.

Use the result to ask better questions

A useful comparison identifies what is still unknown. Confirm the dates first, then resolve network and prescription questions before treating either cost estimate as complete.

Compare two plan cost structuresEstimate an ACA savings rangeReview official options with Mercy