COBRA vs Marketplace Insurance Calculator

Find out which option costs less after losing job-based coverage — including your subsidy estimate, deductible impact, and 60-day decision strategy.

Step 1: Your COBRA cost

From your COBRA election notice from HR
OR calculate from W-2 Box 12
Enter the annual amount from Box 12, Code DD on your W-2 — we'll calculate your monthly COBRA premium automatically

Step 2: Your household details

Use your expected income for this calendar year, not last year
ACA insurers can charge tobacco users up to 50% more (varies by state)

Step 3: Your deductible progress (optional but important)

Estimated lower cost

COBRA

per month (full premium + 2% admin fee)

Same plan, same doctors, same network. Deductible progress carries over.

ACA Marketplace

estimated monthly after subsidy

New plan and network. Deductible resets to zero. Subsidy based on 2025 federal guidelines.

Monthly difference
12-month difference
Estimated monthly subsidy

Your 60-day strategy window

Day 0 — You lost employer coverage

Your 60-day COBRA election window and 60-day Marketplace Special Enrollment Period both start now. You do not need to decide immediately.

Days 1–30 — Compare your real options

Use this estimate as a starting point. Visit healthcare.gov to see actual plan premiums and provider networks in your area. Check if your current doctors accept any ACA plans before switching.

You can browse plans on healthcare.gov without enrolling — just use the plan finder to see real local premiums with no commitment.

Days 1–59 — The legal "wait and see" strategy

You can legally wait before electing COBRA. If you need medical care during this window, you can elect COBRA retroactively on day 59 and pay premiums back to day one — you won't have a coverage gap. If you stay healthy, you may save up to two months of premiums.

This is a legal strategy permitted under federal COBRA rules. However, confirm the retroactive election process with your HR department or a benefits advisor before relying on it — the process varies by employer.

Day 60 — Both windows close — act before this date

After day 60, you permanently lose the right to elect COBRA and your Special Enrollment Period expires. You would have to wait until Open Enrollment in November for new coverage.

Bridge strategy — You can elect COBRA now and still switch later

Electing COBRA does not close your Marketplace Special Enrollment Period. You can use COBRA as a temporary safety net while you shop ACA plans, then switch before your 60-day SEP window closes. Always confirm your new plan's start date before canceling COBRA to avoid any coverage gap.

Get personalized advice before deciding

This calculator gives you a useful estimate — but your actual costs depend on your specific plan, location, doctors, and health situation. The resources below are free or low-cost and can give you real numbers.

Free government resource

Health insurance navigator

Free, unbiased help comparing plans from a certified expert. No sales pressure. Find one at localhelp.healthcare.gov

Licensed professional

Independent insurance broker

A broker licensed in your state can show you real local plan options and costs. Their fee is paid by insurers — not you.

For broader financial planning

Fee-only financial advisor (CFP)

If this is part of a job transition or early retirement plan, a CFP can factor health insurance costs into your full financial picture.

Compare real plans in your area on Healthcare.gov
Want a free personalized plan comparison? Get matched with a licensed broker or free navigator who can show you real local plans, verify your subsidy, and answer your questions — at no cost to you.
Estimates only — not professional advice. This calculator uses 2025 Federal Poverty Level guidelines and national average benchmark Silver plan premiums to estimate subsidy eligibility and Marketplace costs. Actual plan premiums, networks, deductibles, and subsidy amounts vary significantly by location, insurer, age, tobacco use, and plan tier selected. Results do not account for cost-sharing reductions, Medicaid or CHIP eligibility, dental or vision coverage, employer COBRA subsidies, or out-of-pocket maximums. The "wait and see" strategy described above is based on federal COBRA law and is provided for general informational purposes only — confirm the retroactive election process with your HR department or a licensed benefits advisor before relying on it. This tool does not constitute insurance advice, financial advice, or legal advice. We are not licensed insurance brokers, navigators, or financial advisors. Coverage decisions have significant financial and health consequences — always consult a qualified licensed professional before making decisions. This site is not affiliated with or endorsed by the U.S. Department of Health and Human Services, HealthCare.gov, or any insurance company.