Health Insurance After Divorce — COBRA and What It Actually Costs
If you’ve been covered under a spouse’s employer health plan, divorce ends that coverage — and most employer plans won’t let a divorced spouse simply stay on. Here’s the general framework for what comes next.
COBRA Is Triggered by the Divorce Itself
Divorce (or legal separation, depending on the plan) is a “qualifying event” under federal COBRA law, allowing a former spouse who was covered under the employee’s group health plan to continue that coverage temporarily, at their own cost.
Up to 36 Months — Not Indefinite
COBRA continuation coverage for a former spouse can last up to 36 months. That’s a meaningful window, but it’s a bridge, not a permanent solution.
It Isn’t Cheap
COBRA coverage can cost up to 102% of the full premium — both the portion the employer previously paid and the employee’s portion, plus a small administrative fee. For many families, this is significantly more than what was being paid while still covered as an employee’s dependent.
There’s a Notification Deadline
The former spouse generally needs to notify the plan administrator of the divorce within 60 days to preserve COBRA rights — this isn’t automatic.
Worth Comparing Against the ACA Marketplace
Depending on income and circumstances, marketplace coverage may cost less than COBRA’s 102% premium, particularly if the divorce qualifies as a special enrollment event.
What This Means for Mediation
The realistic cost and duration of post-divorce health coverage is exactly the kind of practical detail worth putting on the table during settlement discussions.
This article is general information, not legal, tax, or insurance advice. Specific COBRA eligibility, cost, and deadlines should be confirmed with the plan administrator.
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