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COBRA Cost Calculator by State

Calculate your COBRA continuation coverage costs in your state and compare all your options. Includes your state-specific mini-COBRA rules, ACA Marketplace estimates, and key deadlines.

State

Choose your state below

Mini-COBRA Law

Depends on your state

Marketplace Type

FFM, SBM or SBM-FP

Short-Term Plans

Varies by state

Avg Individual Marketplace

U.S. average of the state estimates

Step 1 — Your Situation

About Your Coverage Loss

Enter details about your current situation so we can calculate your COBRA costs and show you all available options in your state.

Your State ?State continuation ("mini-COBRA") rules and marketplace estimates change by state. You can also open this page with ?state=TX (any two-letter code).

Number of Employees at Company ?The total number of employees at your former employer. Federal COBRA applies to employers with 20+ employees. Smaller employers may be covered by your state's state continuation laws.Source: COBRA (P.L. 99-272); your state continuation coverage law

Qualifying Event ?The event that caused loss of coverage. This determines your coverage duration: 18 months for most events, 36 months for divorce, dependent aging out, or Medicare entitlement. Involuntary termination (not for gross misconduct) and voluntary termination both qualify.Source: 29 U.S.C. 1163; DOL COBRA guidance

Coverage Tier ?The level of coverage you had on your employer's plan. Family coverage is the most expensive COBRA option. You can elect a lesser tier (e.g., switch from Family to Employee Only) to reduce costs.Source: DOL COBRA FAQ; 29 CFR 2590.606

Plan Type ?Your current health plan type affects marketplace comparison. PPOs are typically more expensive; HDHPs are cheaper but require higher out-of-pocket spending. This helps us compare equivalent coverage options.Source: KFF 2025 Employer Health Benefits Survey

Step 2 — Current Plan Details

Your Employer Health Plan Costs

Enter the full cost of your employer health plan. You can find the total monthly premium on your Summary of Benefits and Coverage (SBC) or by asking HR.

Total Monthly Premium ?The TOTAL monthly premium your employer pays for your health plan (employer + employee share combined). This is NOT just your paycheck deduction — it includes the employer contribution. Find this on your SBC or benefits summary. COBRA is based on this full amount.Source: 29 U.S.C. 1162(2); DOL COBRA Model Notices

Employer Contribution 75% ?What percentage of the premium your employer pays. The national average is about 83% for single coverage and 73% for family coverage. This determines the gap between what you were paying and what COBRA costs.Source: KFF 2025 EHBS; average employer contributions

Your Current Monthly Cost

$175

What you pay from your paycheck

COBRA Monthly Cost

$714

102% of full premium

Spouse has employer plan available ?If your spouse has access to an employer-sponsored health plan, this may be a more affordable alternative to COBRA. A qualifying life event (like job loss) creates a special enrollment period for your spouse's plan.Source: 29 CFR 2590.701-6; HIPAA special enrollment rights

Step 3 — Compare Your Options

All Coverage Options Compared

See all available options side-by-side. We include COBRA, ACA Marketplace estimates for your state, and other alternatives based on your situation.

COBRA Monthly Cost

$714

102% of full premium

COBRA Admin Fee: 2% surcharge permitted by law

Cheapest Alternative

Marketplace estimate

Based on marketplace data

Potential Monthly Savings vs COBRA

$0 annual savings

Side-by-Side Cost Comparison

Option	Monthly Cost	Annual Cost	Duration

Key COBRA Deadlines

Built on Real Data — Not Guesswork

This tool is powered by federal COBRA regulations and your state-specific continuation coverage laws, calibrated to 2026 market conditions.

Federal COBRA Law

29 U.S.C. 1161-1168 (ERISA Title I, Part 6). Coverage rights, qualifying events, and 102% premium calculation.

State Continuation Law

your state-specific mini-COBRA rules, small employer coverage, and state marketplace data.

ACA Marketplace Data

2025-2026 benchmark plan premiums from CMS and marketplace filings for your state. Updated for current enrollment periods.

Get a Free Custom Report

Get a detailed coverage options report tailored to your situation in your state — prepared by a BENEFITRA advisor.

Calculation Methodology

How This Calculator Works

COBRA Premium = Total Monthly Premium × 102% (the 2% admin fee is the maximum allowed by federal law)
Federal COBRA Duration: 18 months for most qualifying events; 36 months for divorce, dependent aging out, Medicare entitlement, or death of covered employee
State Continuation:
Marketplace Estimate: Based on your state benchmark Silver plan premiums from CMS/state exchange data. Actual costs depend on age, income, and tobacco use
Short-Term Plans: They are not ACA-compliant.
Coverage Tier Multipliers: EE Only = 1.0x, EE+Spouse = 2.0x, EE+Children = 1.8x, Family = 2.85x (based on KFF EHBS averages)

Disclaimer: This calculator provides estimates for educational purposes. Actual COBRA and marketplace costs depend on your specific plan, age, income, and location. Data sources: DOL COBRA guidance, CMS marketplace data, KFF EHBS 2025, your state insurance department. Calibrated to 2026 market conditions.

State continuation rules and marketplace estimates used by this calculator

These per-state figures were previously shown on 51 separate state COBRA calculator pages, which now redirect here. Marketplace premiums are estimates carried over from the old pages (shown there as benchmark Silver plan premiums), not quotes. Federal COBRA applies to employers with 20 or more employees; state continuation ("mini-COBRA") rules can cover smaller employers. Confirm the rule that applies to your plan with your plan administrator or your state insurance department.

Show all 51 states and DC

State	State continuation law	Minimum employees	Summary	Short-term plans	Avg individual marketplace	Avg family marketplace	Marketplace
Alabama	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$450/mo	$1,200/mo	FFM
Alaska	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$720/mo	$1,920/mo	FFM
Arizona	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$420/mo	$1,120/mo	FFM
Arkansas	Yes, 6 months	1	Covers employers with any group plan for up to 6 months (120 days for most events)	Up to 12 months	$410/mo	$1,090/mo	FFM
California	Yes, 36 months	2	Cal-COBRA covers employers with 2-19 employees for up to 36 months	Not allowed	$550/mo	$1,460/mo	SBM
Colorado	Yes, 18 months	1	Covers all employer group plans for up to 18 months	Up to 6 months	$470/mo	$1,250/mo	SBM
Connecticut	Yes, 36 months	2	CT mini-COBRA covers employers with 2-19 employees for up to 36 months	Up to 6 months	$540/mo	$1,440/mo	SBM
Delaware	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$480/mo	$1,280/mo	FFM
District of Columbia	Yes, 3 months	1	DC covers all employer group plans for up to 3 months	Not allowed	$470/mo	$1,250/mo	SBM
Florida	Yes, 18 months	1	Florida continuation covers all employer group plans for up to 18 months	Up to 12 months	$480/mo	$1,280/mo	FFM
Georgia	Yes, 3 months	1	Georgia law requires 3 months continuation for all employer group plans	Up to 12 months	$440/mo	$1,170/mo	FFM
Hawaii	Yes, 18 months	1	Hawaii Prepaid Health Care Act covers all employers; continuation up to 18 months	Up to 6 months	$380/mo	$1,010/mo	FFM
Idaho	Yes, 12 months	1	Idaho covers all employer group plans for up to 12 months	Up to 12 months	$430/mo	$1,150/mo	SBM
Illinois	Yes, 12 months	2	Illinois continuation covers employers with 2-19 employees for up to 12 months	Up to 6 months	$460/mo	$1,220/mo	FFM
Indiana	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$430/mo	$1,150/mo	FFM
Iowa	Yes, 9 months	1	Iowa covers all employer group plans for up to 9 months	Up to 12 months	$460/mo	$1,220/mo	FFM
Kansas	Yes, 18 months	1	Kansas continuation covers all employer group plans for up to 18 months	Up to 12 months	$440/mo	$1,170/mo	FFM
Kentucky	Yes, 18 months	2	Kentucky covers employers with 2-19 employees for up to 18 months	Up to 12 months	$430/mo	$1,150/mo	SBM
Louisiana	Yes, 12 months	1	Louisiana covers all employer group plans for up to 12 months	Up to 12 months	$480/mo	$1,280/mo	FFM
Maine	Yes, 12 months	1	Maine covers all employer group plans for up to 12 months	Up to 6 months	$500/mo	$1,330/mo	FFM
Maryland	Yes, 18 months	2	Maryland covers employers with 2-19 employees for up to 18 months	Up to 6 months	$440/mo	$1,170/mo	SBM
Massachusetts	Yes, 36 months	2	Massachusetts mini-COBRA covers employers with 2-19 employees for up to 36 months	Not allowed	$490/mo	$1,300/mo	SBM
Michigan	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$430/mo	$1,150/mo	FFM
Minnesota	Yes, 18 months	2	Minnesota covers employers with 2-19 employees for up to 18 months	Up to 12 months	$380/mo	$1,010/mo	SBM
Mississippi	Yes, 12 months	1	Mississippi covers all employer group plans for up to 12 months	Up to 12 months	$470/mo	$1,250/mo	FFM
Missouri	Yes, 9 months	1	Missouri covers all employer group plans for up to 9 months	Up to 12 months	$460/mo	$1,220/mo	FFM
Montana	No	-	None — federal COBRA only for 20+ employees	Up to 12 months	$510/mo	$1,360/mo	FFM
Nebraska	Yes, 6 months	1	Nebraska covers all employer group plans for up to 6 months	Up to 12 months	$500/mo	$1,330/mo	FFM
Nevada	Yes, 18 months	2	Nevada covers employers with 2-19 employees for up to 18 months	Up to 12 months	$440/mo	$1,170/mo	SBM
New Hampshire	Yes, 36 months	2	New Hampshire covers employers with 2-19 employees for up to 36 months	Up to 6 months	$420/mo	$1,120/mo	FFM
New Jersey	Yes, 18 months	2	NJ mini-COBRA covers employers with 2-50 employees for up to 18 months; can extend to match federal COBRA group	Not allowed	$520/mo	$1,380/mo	SBM
New Mexico	Yes, 6 months	1	New Mexico covers all employer group plans for up to 6 months	Up to 12 months	$430/mo	$1,150/mo	SBM
New York	Yes, 36 months	2	NY mini-COBRA covers employers with 2-19 employees for up to 36 months	Not allowed	$560/mo	$1,490/mo	SBM
North Carolina	Yes, 18 months	1	North Carolina covers all employer group plans for up to 18 months	Up to 12 months	$460/mo	$1,220/mo	FFM
North Dakota	Yes, 39 months	1	North Dakota covers all employer group plans for up to 39 weeks (approx 9 months)	Up to 12 months	$510/mo	$1,360/mo	FFM
Ohio	Yes, 12 months	1	Ohio covers all employer group plans for up to 12 months	Up to 12 months	$420/mo	$1,120/mo	FFM
Oklahoma	Yes, 6 months	1	Oklahoma covers all employer group plans for up to 63 days (approximately 2 months)	Up to 12 months	$480/mo	$1,280/mo	FFM
Oregon	Yes, 9 months	1	Oregon covers all employer group plans for up to 9 months	Up to 6 months	$440/mo	$1,170/mo	SBM
Pennsylvania	Yes, 9 months	2	Pennsylvania covers employers with 2-19 employees for up to 9 months	Up to 12 months	$450/mo	$1,200/mo	SBM
Rhode Island	Yes, 18 months	1	Rhode Island covers all employer group plans for up to 18 months	Up to 6 months	$430/mo	$1,150/mo	SBM
South Carolina	Yes, 6 months	1	South Carolina covers all employer group plans for up to 6 months	Up to 12 months	$450/mo	$1,200/mo	FFM
South Dakota	Yes, 18 months	1	South Dakota covers all employer group plans for up to 18 months	Up to 12 months	$530/mo	$1,410/mo	FFM
Tennessee	Yes, 3 months	1	Tennessee covers all employer group plans for up to 3 months	Up to 12 months	$430/mo	$1,150/mo	FFM
Texas	Yes, 9 months	1	Texas covers all employer group plans for up to 9 months (6 months for groups under 20)	Up to 12 months	$460/mo	$1,220/mo	FFM
Utah	Yes, 12 months	2	Utah covers employers with 2-19 employees for up to 12 months	Up to 12 months	$410/mo	$1,090/mo	FFM
Vermont	Yes, 18 months	1	Vermont covers all employer group plans for up to 18 months	Not allowed	$560/mo	$1,490/mo	SBM
Virginia	Yes, 12 months	1	Virginia covers all employer group plans for up to 12 months	Up to 12 months	$420/mo	$1,120/mo	FFM
Washington	Yes, 18 months	2	Washington covers employers with 2-19 employees for up to 18 months	Up to 3 months	$430/mo	$1,150/mo	SBM
West Virginia	Yes, 18 months	1	West Virginia covers all employer group plans for up to 18 months	Up to 12 months	$500/mo	$1,330/mo	FFM
Wisconsin	Yes, 18 months	1	Wisconsin covers all employer group plans for up to 18 months	Up to 12 months	$440/mo	$1,170/mo	FFM
Wyoming	Yes, 12 months	2	Wyoming covers employers with 2-19 employees for up to 12 months	Up to 12 months	$580/mo	$1,540/mo	FFM

COBRA rules by state

Federal COBRA continuation coverage generally applies to employers with 20 or more employees. Many states add their own continuation rules, often called mini-COBRA, that can cover smaller employers. Each state below lists the continuation rule, the minimum employer size where one applies, short-term plan rules and the marketplace premium estimates this calculator uses. Estimates are shown as estimates and are not quotes; confirm details with your carrier, plan administrator or state insurance department.

COBRA rules in Alabama
COBRA rules in Alaska
COBRA rules in Arizona
COBRA rules in Arkansas
COBRA rules in California
COBRA rules in Colorado
COBRA rules in Connecticut
COBRA rules in Delaware
COBRA rules in District of Columbia
COBRA rules in Florida
COBRA rules in Georgia
COBRA rules in Hawaii
COBRA rules in Idaho
COBRA rules in Illinois
COBRA rules in Indiana
COBRA rules in Iowa
COBRA rules in Kansas
COBRA rules in Kentucky
COBRA rules in Louisiana
COBRA rules in Maine
COBRA rules in Maryland
COBRA rules in Massachusetts
COBRA rules in Michigan
COBRA rules in Minnesota
COBRA rules in Mississippi
COBRA rules in Missouri
COBRA rules in Montana
COBRA rules in Nebraska
COBRA rules in Nevada
COBRA rules in New Hampshire
COBRA rules in New Jersey
COBRA rules in New Mexico
COBRA rules in New York
COBRA rules in North Carolina
COBRA rules in North Dakota
COBRA rules in Ohio
COBRA rules in Oklahoma
COBRA rules in Oregon
COBRA rules in Pennsylvania
COBRA rules in Rhode Island
COBRA rules in South Carolina
COBRA rules in South Dakota
COBRA rules in Tennessee
COBRA rules in Texas
COBRA rules in Utah
COBRA rules in Vermont
COBRA rules in Virginia
COBRA rules in Washington
COBRA rules in West Virginia
COBRA rules in Wisconsin
COBRA rules in Wyoming