Calculator
Example data table
Use these rows to sanity-check outputs.
| Employer size | Event | Beneficiary | Typical max months | Premium cap |
|---|---|---|---|---|
| 20+ | Termination (not gross misconduct) | Employee | 18 | 102% of total premium |
| 20+ | Reduction in hours | Employee | 18 | 102% of total premium |
| 20+ | Divorce / legal separation | Spouse | 36 | 102% of total premium |
| Under 20 | Termination | Employee | Varies | Depends on mini-COBRA |
Formula used
- COBRA applies (simplified): employer size is 20+.
- Qualifying event: depends on event type; gross misconduct flags as not qualifying.
- Max months: 18 for termination/reduction; 36 for certain family events; 29 if disability extension applies.
- Election deadline (estimate): later of coverage loss date or notice date + 60 days.
- Initial payment deadline (estimate): election date + 45 days.
- Base premium: employer cost + employee cost.
- Premium cap: standard max = base premium × 1.02; disability max = base premium × 1.50 (months 19–29).
These are common benchmarks. Your plan’s rules and timing may differ.
How to use this calculator
- Select employer size and beneficiary type.
- Choose the qualifying event and enter the event date.
- Add coverage end date and notice date if available.
- Optional: add disability or a second event details.
- Enter monthly premium costs to estimate caps.
- Press Check Eligibility to see results above.
- Use CSV or PDF buttons to export saved results.
FAQs
Typically the covered employee, spouse, or dependent child who loses coverage because of a qualifying event. Status depends on plan enrollment and the specific event.
Common events include termination (not gross misconduct), reduction of hours, divorce, death, Medicare entitlement, or a dependent losing eligibility under the plan’s rules.
Often 18 months for termination or reduced hours, and 36 months for certain family-related events. Disability and second-event rules can extend specific cases.
This tool estimates 60 days from the later of the coverage loss date or the notice date you enter. Your official deadline follows the notice and plan documents.
A common limit is 102% of the total premium (employee plus employer shares). For disability extension months, some plans can charge up to 150%.
Federal COBRA usually applies to employers with 20 or more employees. Some states have mini-COBRA continuation laws for smaller employers.
Gross misconduct is a serious behavior standard that may disqualify termination from being a qualifying event. Definitions vary and can be disputed, so verify with counsel or HR.
No. It provides educational estimates using common benchmarks. Always rely on your COBRA election notice, plan documents, and administrator guidance for official determinations.