COBRA Coverage Period and Premium Calculator
On a $700.00 monthly plan where you paid $150.00 while active, COBRA caps your bill at $714.00 a month. Over the 17.5 months until coverage ends, that totals $12,495.00.
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Your COBRA premium cap, deadlines, and total cost
Monthly COBRA premium cap (102%)
$714.00
Total COBRA cost over full period
$12,495.00
On a $700.00 monthly plan where you paid $150.00 while active, the 102% COBRA cap is $714.00 ($564.00 above your active share).
From 2026-04-10, your 60-day election period runs through 2026-06-09, and electing on 2026-06-01 sets the earliest first-payment date at 2026-07-16.
COBRA premiums run from 2026-03-31, when coverage is lost, to 2027-09-15: 17.5 months that total $12,495.00 vs $7,875.00 for the $450.00 alternative plan.
Your qualifying event dates and monthly health plan costs
- Election floor = max(2026-03-31; 2026-04-10) + 60 days = 2026-06-09
- First payment floor = 2026-06-01 + 45 days = 2026-07-16
- Coverage end = 2026-03-15 + 18 months = 2027-09-15
- COBRA months owed = 2026-03-31 to 2027-09-15 = 17.5 months
- 150% disability cap = $700.00 × 1.50 = $1,050.00
- 102% COBRA cap = $700.00 × 1.02 = $714.00
Cumulative COBRA cost vs. Marketplace alternative and active employee share
Key COBRA dates and deadlines
| Milestone | Date | How this date is counted |
|---|---|---|
| Qualifying event date | 2026-03-15 | Starts the 18-month maximum period under 26 CFR 54.4980B-7 Q&A-4 |
| Loss of active group coverage | 2026-03-31 | COBRA premiums are owed from this date; the election period must begin on or before it (26 CFR 54.4980B-6 Q&A-1(a)) |
| Employer-reported notice cutoff | 2026-04-28 | 44 days after 2026-03-15, only when the employer is also the plan administrator and reports the event (29 CFR 2590.606-4(b)(2)) |
| Election notice sent to beneficiary | 2026-04-10 | Later of coverage loss or notice is 2026-04-10 |
| Last day to choose a Marketplace plan | 2026-05-30 | 60 days after coverage is lost; choosing COBRA does not stop you from enrolling later if you qualify for a new special enrollment (DOL COBRA FAQs, Q4) |
| Last day of 60-day election period | 2026-06-09 | 60 days after 2026-04-10 (26 CFR 54.4980B-6 Q&A-1(a)) |
| Planned COBRA election sent | 2026-06-01 | 8 days before the 60-day floor ends; bridges 62 days since coverage loss |
| Earliest first-payment due date | 2026-07-16 | 45 days after 2026-06-01; monthly installments get 30 days (26 CFR 54.4980B-8 Q&A-5) |
| Maximum COBRA coverage end date | 2027-09-15 | 18 months after 2026-03-15 (26 CFR 54.4980B-7 Q&A-4) |
Under the default rule of 26 CFR 54.4980B-7 Q&A-4(b)(1), the 18-month clock starts on the qualifying event date (2026-03-15) and ends on 2027-09-15, while the 60-day election period runs from 2026-04-10 through 2026-06-09. Marketplace enrollment after losing coverage must happen within 60 days of 2026-03-31, which is 2026-05-30.
Monthly and cumulative cost comparison
| Coverage stage or alternative | Monthly cost | Change vs. active share | Insignificant shortfall limit | Total over the COBRA months |
|---|---|---|---|---|
| Active employee paycheck share | $150.00 | $0.00 | $0.00 | $2,625.00 |
| Full plan cost (100% applicable premium) | $700.00 | $550.00 | $0.00 | $12,250.00 |
| Standard COBRA cap (102% of applicable premium) | $714.00 | $564.00 | $50.00 | $12,495.00 |
| Marketplace or alternative plan | $450.00 | $300.00 | $0.00 | $7,875.00 |
When active coverage ends, your employer's $550.00 monthly contribution (78.57% of the $700.00 plan cost) stops and the 2% administrative fee adds $14.00 per month. Rows that are not COBRA bills show a $0.00 shortfall limit.
Month-by-month cumulative COBRA vs. alternative cost schedule
Show all monthly COBRA and alternative cost rows
| Month | COBRA rate phase | Monthly COBRA cap | Cumulative COBRA cost | Cumulative alternative cost | Cumulative active employee share |
|---|
All 18 monthly periods, counted from 2026-03-31, are capped at $714.00 per month (102%), bringing cumulative COBRA cost from $714.00 in month 1 to $12,495.00 in month 18. The last period covers 15 of its 30 days.
COBRA caps and total cost across monthly plan premiums
| Plan premium | 102% monthly cap | 150% disability cap | Shortfall limit | Total COBRA cost |
|---|---|---|---|---|
| $300 | $306.00 | $450.00 | $30.60 | $5,355.00 |
| $450 | $459.00 | $675.00 | $45.90 | $8,032.50 |
| $600 | $612.00 | $900.00 | $50.00 | $10,710.00 |
| $700 (closest to your input) | $714.00 | $1,050.00 | $50.00 | $12,495.00 |
| $950 | $969.00 | $1,425.00 | $50.00 | $16,957.50 |
| $1,300 | $1,326.00 | $1,950.00 | $50.00 | $23,205.00 |
| $1,800 | $1,836.00 | $2,700.00 | $50.00 | $32,130.00 |
| $2,500 | $2,550.00 | $3,750.00 | $50.00 | $44,625.00 |
| Plan's full monthly applicable premium (employee + employer) by your monthly paycheck contribution while active | $0 | $100 | $150 | $300 | $500 |
|---|---|---|---|---|---|
| $300 | $306.00 | $206.00 | $156.00 | $6.00 | $6.00 |
| $450 | $459.00 | $359.00 | $309.00 | $159.00 | $9.00 |
| $600 | $612.00 | $512.00 | $462.00 | $312.00 | $112.00 |
| $700 (closest to your input) | $714.00 | $614.00 | $564.00 | $414.00 | $214.00 |
| $950 | $969.00 | $869.00 | $819.00 | $669.00 | $469.00 |
| $1,300 | $1,326.00 | $1,226.00 | $1,176.00 | $1,026.00 | $826.00 |
| $1,800 | $1,836.00 | $1,736.00 | $1,686.00 | $1,536.00 | $1,336.00 |
| $2,500 | $2,550.00 | $2,450.00 | $2,400.00 | $2,250.00 | $2,050.00 |
Total COBRA cost difference across alternative plan premiums
| Alternative monthly | 102% COBRA monthly | Total COBRA cost | COBRA minus alternative |
|---|---|---|---|
| $150 | $714.00 | $12,495.00 | $9,870.00 |
| $300 | $714.00 | $12,495.00 | $7,245.00 |
| $450 (closest to your input) | $714.00 | $12,495.00 | $4,620.00 |
| $600 | $714.00 | $12,495.00 | $1,995.00 |
| $750 | $714.00 | $12,495.00 | -$630.00 |
| $1,000 | $714.00 | $12,495.00 | -$5,005.00 |
| $1,400 | $714.00 | $12,495.00 | -$12,005.00 |
| $1,800 | $714.00 | $12,495.00 | -$19,005.00 |
| Monthly Marketplace or alternative plan premium by plan's full monthly applicable premium (employee + employer) | $500 | $700 | $1,000 | $1,500 | $2,200 |
|---|---|---|---|---|---|
| $150 | $6,300.00 | $9,870.00 | $15,225.00 | $24,150.00 | $36,645.00 |
| $300 | $3,675.00 | $7,245.00 | $12,600.00 | $21,525.00 | $34,020.00 |
| $450 (closest to your input) | $1,050.00 | $4,620.00 | $9,975.00 | $18,900.00 | $31,395.00 |
| $600 | -$1,575.00 | $1,995.00 | $7,350.00 | $16,275.00 | $28,770.00 |
| $750 | -$4,200.00 | -$630.00 | $4,725.00 | $13,650.00 | $26,145.00 |
| $1,000 | -$8,575.00 | -$5,005.00 | $350.00 | $9,275.00 | $21,770.00 |
| $1,400 | -$15,575.00 | -$12,005.00 | -$6,650.00 | $2,275.00 | $14,770.00 |
| $1,800 | -$22,575.00 | -$19,005.00 | -$13,650.00 | -$4,725.00 | $7,770.00 |
How COBRA coverage periods, premiums, and deadlines work
Federal COBRA is set by ERISA (29 U.S.C. 1161 to 1167) and the Tax Code (26 U.S.C. 4980B). Treasury rules sit in 26 CFR 54.4980B-1 to 54.4980B-10, and Labor notice rules sit in 29 CFR 2590.606-1 to 2590.606-4. Under 29 U.S.C. 1161(b), the law covers group health plans unless the employers had "fewer than 20 employees on a typical business day during the preceding calendar year." Under 29 U.S.C. 1162(4), "The coverage may not be conditioned upon, or discriminate on the basis of lack of, evidence of insurability."
While you work, your employer pays part of your health plan bill, and you pay only your share from your check. On COBRA, the employer stops paying its share. Under 26 U.S.C. 4980B(f)(4)(A), the plan's applicable premium is the "cost to the plan for such period of the coverage for similarly situated beneficiaries" who stay active. Under 26 CFR 54.4980B-8 Q&A-1(a), the plan can charge an amount that "does not exceed 102 percent of the applicable premium for that period" (full cost plus a 2 percent fee). On a $700.00 plan where you paid $150.00, your bill jumps by $564.00 to $714.00 a month. Under 26 CFR 54.4980B-8 Q&A-3, "A group health plan must allow payment for COBRA continuation coverage to be made in monthly installments."
Under 26 CFR 54.4980B-6 Q&A-1(a), your election window "must not end before the date that is 60 days after the later of" the date you lose coverage or the date notice is sent. Under Q&A-1(b), "An election is considered to be made on the date it is sent to the plan administrator." Compare that 102 percent bill with an exchange plan in the ACA premium tax credit calculator. You can also check HSA funding in the HSA contribution limit calculator.
Maximum coverage periods (18, 29, and 36 months) and notice deadlines
Under 26 CFR 54.4980B-7 Q&A-4(c), after a job loss (except for gross misconduct) or a cut in hours, "the maximum coverage period ends 18 months after the qualifying event if there is no disability extension, and 29 months after the qualifying event if there is a disability extension." Other events give 36 months to the spouse and dependent children. Those events are a worker's death, a divorce or legal separation, Medicare entitlement, or a child aging out. Under Q&A-4(a), "the maximum coverage period ends 36 months after the qualifying event."
Under 26 CFR 54.4980B-7 Q&A-4(b)(1), the "end of the maximum coverage period is measured from the date of the qualifying event even if the qualifying event does not result in a loss of coverage under the plan until a later date." The period runs from the loss of coverage only if the plan provides both that the 30-day employer notice period begins on the date of the loss and that the end of the maximum period is measured from that date. Premiums are owed only from the day coverage is lost, so a gap between the event and the loss shortens the months you pay for. Under 29 CFR 2590.606-4(b)(1), the plan must send an election notice "not later than 14 days after receipt of the notice of qualifying event." When the employer is also the plan administrator and must report the event, 29 CFR 2590.606-4(b)(2) sets one cutoff of "not later than 44 days after" the event (or loss of coverage if the plan extends). For a divorce, a legal separation, or a child losing dependent status, the Department of Labor FAQs say "You or a qualified beneficiary must notify the plan within 60 days" of the event.
In a disability extension (months 19 to 29), 26 CFR 54.4980B-8 Q&A-1(b) lets the plan charge an amount that "does not exceed 150 percent of the applicable premium for any period of COBRA continuation coverage covering a disabled qualified beneficiary." On the $700.00 default plan, that cap rises from $714.00 to $1,050.00 a month. As the U.S. Department of Labor notes in its worker FAQs, "The plan may charge up to 102 percent if only non-disabled beneficiaries choose to continue the coverage." Under 26 CFR 54.4980B-6 Q&A-6, "Each qualified beneficiary (including a child who is born to or placed for adoption with a covered employee during a period of COBRA continuation coverage) must be offered the opportunity to make an independent election to receive COBRA continuation coverage."
Video walkthrough
A 3½-minute walkthrough of what COBRA costs each month, when to elect and pay, and how long coverage runs.
Read the transcript
What COBRA costs each month
0:00 Lose your job, and COBRA keeps your health coverage going.
0:04 On a $700 plan where you paid $150 out of each paycheck, your COBRA bill runs $564 more each month than the share you paid at work.
0:14 The cap comes from the plan's full cost.
0:17 COBRA lets a plan charge up to 102% of it, and the 2% fee sits inside that.
Where that monthly jump comes from
0:24 Your monthly bill grows from the plan's full cost, not your old share.
0:29 That full cost is what the plan costs to cover people still working there.
0:34 Of that increase, $550 is the share your employer stops paying.
0:40 The 2% fee adds $14.
0:42 So the 102% cap is not what makes COBRA expensive; what your boss used to pay is.
0:48 When you compare, weigh full monthly costs, not paycheck shares.
When to elect and when to pay
0:53 Your dates decide choosing and paying.
0:56 You have 60 days to choose COBRA, counted from the later of the day you lose coverage and the day your notice arrives.
1:05 Choosing is not paying: the plan cannot ask for the first payment until 45 days after you choose.
1:12 Your coverage goes back to the day your previous coverage ended.
1:15 Elect at the deadline, and from the day your notice arrived, 105 days pass before that bill.
How long coverage runs, and the total
1:22 Once the dates are set, your coverage runs on a fixed timetable.
1:26 Its length follows the event behind your coverage.
1:29 A job loss gives 18 months of COBRA.
1:32 A disability finding from Social Security stretches it to 29 months.
1:37 For spouses and dependent children, a divorce, a death, or a child losing dependent status runs 36 months.
1:44 And the payments cover the months from the day coverage is lost, not from the day the event happened.
1:52 The totals build month by month: the COBRA line, the alternative plan's line, and the line for your old share.
1:59 In this example, the COBRA line reaches about $12,500, the alternative plan's line sits at about $7,900, and the gap widens month after month.
2:11 With a disability extension, the standard cap no longer holds: from month 19, the plan can charge up to 150% of what the coverage costs.
2:21 On this plan that is $1,050 a month, more than the earlier cap.
Try your own numbers
2:26 Every figure here follows your plan's numbers.
2:29 Enter its full monthly cost and what you pay while working.
2:33 Here, a bigger family plan lifts the cap to $2,244 a month.
2:39 A second table weighs your choices side by side: what you paid at work, what COBRA costs, and what the alternative plan costs.
2:48 The schedule lists every month of the coverage period.
2:51 Download the schedule to a spreadsheet, or copy the link that keeps your numbers.
Before you decide
2:56 Before you decide, know what these totals leave out.
2:59 They hold one thing steady: your plan's monthly cost.
3:02 Plans can raise that cost at their yearly rate reset, and the totals move along.
3:08 A payment a little short still counts.
3:11 The limit here is the smaller of $50 or 10% of the bill.
3:15 The Marketplace gives you 60 days, counted from the day coverage ends, and its prices deserve an early look.
3:22 Here, that window closes before the COBRA window ends.
3:26 So: the full cost sets your cap.
3:28 Compare the Marketplace first.
3:30 Try your own numbers at fastcalc.us.
COBRA deadline and premium cap formulas
Election period end = max(coverage loss date, notice date) + 60 calendar days (26 CFR 54.4980B-6 Q&A-1(a))
Maximum coverage end = (qualifying event date, or coverage loss date if plan extends) + M months, where M ∈ {18, 29, 36} (26 CFR 54.4980B-7 Q&A-4)
Months owed = monthly periods from the coverage loss date to the maximum coverage end; a last partial period is charged for the days it covers
First payment floor = election date + 45 calendar days (26 CFR 54.4980B-8 Q&A-5(b))
Monthly COBRA cap = applicable premium × 102%, rounded down to the cent, or × 150% for periods after month 18 of a disability extension (26 CFR 54.4980B-8 Q&A-1)
Monthly increase over active share = Monthly COBRA cap − active employee monthly contribution
Insignificant shortfall limit = min($50.00, required payment × 10%, rounded down to the cent) (26 CFR 54.4980B-8 Q&A-5(d))Worked COBRA examples from the Treasury regulations
Default 2026 job loss ($700.00 plan, $150.00 active share, $450.00 alternative plan): Work ends on 2026-03-15, and active coverage ends on 2026-03-31. The COBRA notice is sent on 2026-04-10. Because 2026-04-10 is after 2026-03-31, the 60-day window runs from 2026-04-10 to 2026-06-09. Electing on 2026-06-01 puts the 45-day payment floor on 2026-07-16. The 102% cap is $700.00 × 1.02 = $714.00, which is $564.00 above the $150.00 active share. From the 2026-03-31 coverage loss to 2027-09-15, premiums total $12,495.00 vs $7,875.00 for the alternative plan ($4,620.00 more). With a disability extension, months 19 to 29 cap at $1,050.00 a month. That brings the total through 2028-08-15 to $23,860.06.
Treasury regulation cases in 26 CFR 54.4980B-6 Q&A-1(c) Example: A worker leaves on 2001-06-01. In Case 1, coverage ends on 2001-06-01 and notice is sent on 2001-06-01, so the election period "must not end earlier than July 31, 2001" (2001-07-31). When notice is sent on 2001-06-15, the period "must not end earlier than August 14, 2001" (2001-08-14). In Case 2, the employer keeps coverage active for 6 months until 2001-12-01, so the election period "must not end before January 30, 2002" (2002-01-30).
Same dates as Case 2, but the plan measures the maximum period from the qualifying event: the 18 months end on 2002-12-01, and coverage was lost on 2001-12-01, so COBRA premiums are owed for only 12 months. On the $700.00 default plan, that is $8,568.00, not 18 months of $714.00.
The 45-day first-payment floor, 30-day grace periods, and the $50 or 10% shortfall test
Two clocks in 26 CFR 54.4980B-8 Q&A-5 protect you after you elect. First, under Q&A-5(b), a plan cannot require the first payment "earlier than 45 days after the date on which the election of COBRA continuation coverage is made." Second, for each later month, Q&A-5(a) defines timely payment as payment made "by the date that is 30 days after the first day of that period." Under Q&A-5(e), "Payment is considered made on the date on which it is sent to the plan."
What if your payment is a few dollars short? Under 26 CFR 54.4980B-8 Q&A-5(d), a timely payment that is "not significantly less than the amount the plan requires to be paid" still counts as paid, unless the plan notifies you of the deficiency and grants a reasonable period of time to pay it. Under 26 CFR 54.4980B-8 Q&A-5(d), as a safe harbor, "30 days after the date the notice is provided is deemed to be a reasonable period of time." A shortfall is small enough if it is no more than the lesser of $50.00 or "10 percent of the amount the plan requires to be paid." On the $714.00 default bill, $50.00 binds. On a $300.00 plan ($306.00 at 102%), 10 percent binds at $30.60.
Under 26 U.S.C. 223(d)(2)(C)(i), you can use tax-free HSA money for "a health plan during any period of continuation coverage required under any Federal law." IRS Publication 969 states: "You may not use HSA funds to pay for insurance, except for the following." Its list includes "Health care continuation coverage (such as coverage under COBRA)." It also includes "Health care coverage while receiving unemployment compensation under federal or state law." Pair this tool with the unemployment benefits calculator and the emergency fund calculator. You can also check the health plan claim decision deadlines calculator and the medical loss ratio rebate calculator.
Assumptions, plan scope, and limits
- Employer size and scope: Under 29 U.S.C. 1161(b), federal COBRA does not apply to a plan if all employers maintaining it "normally employed fewer than 20 employees on a typical business day during the preceding calendar year." The Department of Labor FAQs list private employers with 20 or more employees, state governments, and local governments as covered, and say "COBRA does not cover plans sponsored by the federal government or by churches and certain church-related organizations." Many states have "mini-COBRA" programs that "may cover employers with fewer than 20 employees," so a small-firm worker should ask the state insurance commissioner.
- Months owed: COBRA premiums are owed from the day coverage is lost, in monthly periods counted from that date, until the maximum period ends. A last period cut short by that end date is charged for the days it covers. The 150% cap applies to periods that start after month 18 of the maximum period. The 36-month option is for the spouse or child who loses coverage; a worker whose own job ends has 18 months, or 29 with a disability extension.
- 12-month rate period: Under 26 CFR 54.4980B-8 Q&A-2(a), a plan sets its applicable premium before each 12-month period. Totals here hold your entered plan cost steady across the 18, 29, or 36 months. In real life, a plan can update its rate at its yearly renewal.
- Medicare and second events: Under 26 CFR 54.4980B-7 Q&A-4(d) and Q&A-6, extra time can apply to a spouse or child. If the worker gets Medicare before job loss, or a second event happens in an 18- or 29-month window, coverage can last up to 36 months.
- Early cutoff grounds: Under 26 CFR 54.4980B-7 Q&A-1(a), a plan can stop COBRA before the max end date. This happens if the employer drops all health plans or a bill misses the 30-day grace period. It also happens if you get another group plan or Medicare after electing.
These figures are estimates for learning and planning, not financial, tax, legal or investment advice. Terms of use.
Next steps after checking your COBRA dates and cost
Compare your $714.00 default COBRA cap (or $2,244.00 on a $2,200.00 family plan) with an exchange plan before the Marketplace window closes. As the Department of Labor FAQs say, "You must select a plan within 60 days of losing your job-based coverage." That window starts when coverage is lost, so in the default example it ends 2026-05-30, before the COBRA election period ends on 2026-06-09. Use the ACA premium tax credit calculator to see your subsidy.
Use the 60-day window to bridge short gaps between jobs. As the Department of Labor worker FAQs state, "If you first waive COBRA coverage, you can still elect COBRA later—as long as it’s within the 60-day election period." If you elect near day 60, you still get 45 days to send the first check.
Pay COBRA bills tax-free from an HSA under 26 U.S.C. 223(d)(2)(C)(i) and IRS Publication 969. Check your annual limit in the HSA contribution limit calculator.
Plan your cash budget across the 17.5 months of COBRA premiums in the default example. Combine your health bill with the unemployment benefits calculator and the emergency fund calculator.
Questions about COBRA continuation coverage
Why is my monthly COBRA bill so much higher than my active paycheck deduction?
While you work, your boss pays part of the monthly plan cost and deducts only your share from your pay. Under 26 CFR 54.4980B-8 Q&A-1(a), COBRA lets the plan charge up to 102% of the full cost (both shares plus a 2% fee). On the $700.00 default plan where you paid $150.00, you take over the $550.00 employer share plus the $14.00 monthly fee.
How are the 60-day COBRA election deadline and 45-day first-payment deadline counted?
Under 26 CFR 54.4980B-6 Q&A-1(a), your election window runs for at least 60 calendar days. It starts on the later of the day you lose active coverage or the day your notice is sent. Once you send your election, 26 CFR 54.4980B-8 Q&A-5(b) says the plan cannot require your first payment earlier than 45 days after that election date.
Is COBRA coverage retroactive if I elect near the end of the 60-day window?
Yes. Under 26 CFR 54.4980B-6 Q&A-3(a), a timely election puts your coverage back in place from the day active coverage ended. Under 26 CFR 54.4980B-8 Q&A-4, your first payment covers the back months since coverage ended unless you waived an earlier period.
Can I pay COBRA premiums tax-free from a Health Savings Account (HSA)?
Yes. Under 26 U.S.C. 223(d)(2)(C)(i) and IRS Publication 969, COBRA premiums count as qualified medical expenses for tax-free HSA payouts. Health plan bills paid while you get federal or state unemployment benefits also qualify.
What happens if my COBRA premium payment is short by a few dollars?
Under 26 CFR 54.4980B-8 Q&A-5(d), a shortfall is small if it is no more than the lesser of $50.00 or 10% of the bill ($30.60 when 10% binds on a smaller plan). The plan can treat the payment as short only if it notifies you of the deficiency and grants a reasonable time to pay it, and 30 days after the notice is a safe harbor for that time.
Can one family member elect COBRA without the rest of the family?
Yes. Under 26 CFR 54.4980B-6 Q&A-6, each covered person — worker, spouse, and each child — has a separate right to elect COBRA. The plan sets the cost by the category of coverage it uses, such as individual or family coverage, so ask it which category your remaining coverage falls in.
When does the 150% disability premium cap apply?
Under 26 CFR 54.4980B-8 Q&A-1(b), the 150% cap ($1,050.00 a month on a $700.00 plan) applies in months 19 to 29 of a Social Security disability extension, and only to coverage that includes the disabled person. The extension needs the disability to continue throughout the first 18 months. In months 1 to 18, or if only non-disabled family members stay on in months 19 to 29, the cap stays at 102%. 26 CFR 54.4980B-8 Q&A-1(b) also allows 150% after a second qualifying event in some cases, which this page does not model.
Sources
- 26 CFR 54.4980B-6, Electing COBRA continuation coverage (eCFR) (page modified Oct 26, 2026)
- 26 CFR 54.4980B-7, Duration of COBRA continuation coverage (eCFR) (page modified Oct 26, 2026)
- 26 CFR 54.4980B-8, Paying for COBRA continuation coverage (eCFR) (page modified Oct 26, 2026)
- 29 CFR 2590.606-4, Notice requirements for plan administrators (eCFR) (page modified Oct 29, 2026)
- 29 U.S.C. 1161, Plans must provide continuation coverage to certain individuals (Cornell LII text) (page modified Dec 12, 2025)
- 29 U.S.C. 1162, Continuation coverage (Cornell LII text) (page modified Dec 12, 2025)
- 26 U.S.C. 4980B, Failure to satisfy continuation coverage requirements of group health plans (Cornell LII text) (page modified Sep 28, 2026)
- U.S. Department of Labor, FAQs on COBRA Continuation Health Coverage for Workers (current version)
- 26 U.S.C. 223, Health savings accounts (Cornell LII text) (page modified Sep 28, 2026)
- IRS, Publication 969 (2025), Health Savings Accounts and Other Tax-Favored Health Plans (page reviewed Apr 30, 2026)
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