What will COBRA actually cost you?

Enter what your health plan actually costs, not just what came out of your paycheck. COBRA means paying the whole thing, plus a fee.

Your plan

What you paid per month

Your payroll deduction for health coverage.

What your employer paid per month

Check a pay stub or benefits summary if unsure.

Why you're losing coverage

I qualify for the Social Security disability extension (adds 11 months, months 19-29, at a higher rate)

Estimated COBRA cost

Months 1-18

Full plan premium—

2% admin fee—

Your monthly COBRA cost—

Period	Monthly cost	Months	Subtotal
Standard COBRA	—	—	—
Disability extension	—	11	—
Total over full election period			—

How this is calculated

Period	Maximum you can be charged
Months 1-18 (standard)	102% of the full premium
Months 19-29 (disability extension only)	150% of the full premium

COBRA doesn't reduce or change your coverage, you keep the exact same plan, doctors, and deductible you had as an employee. What changes is who pays. Your employer stops covering their share, and the law allows the plan to add up to a 2% fee on top of the full cost to cover administration.

Why the number often comes as a shock

Employers commonly cover 70-80% of a health premium. Losing that share is the actual cost of COBRA, the 2% fee is a small add-on next to it. If your employer paid $450 of a $600 plan, your COBRA bill isn't a 2% bump on your old $150, it's the full $600 plus roughly $12.

When the disability extension applies

If the Social Security Administration determines you're disabled at any point during your first 60 days of COBRA coverage, you and your covered family members can extend coverage from 18 to 29 months. You must notify your plan administrator within 60 days of that determination and before your initial 18 months run out, missing that window forfeits the extension permanently.

What this doesn't account for

This is a national estimate. Your actual premium depends entirely on the specific plan your employer offered, not a state average. If your employer had fewer than 20 employees, federal COBRA may not apply at all, most states have a separate "mini-COBRA" law with its own rules and durations. This tool also doesn't model ACA marketplace alternatives, which may cost less depending on your income after job loss and available subsidies. Confirm your exact premium and rights with your plan administrator.