Short answer: COBRA coverage generally lasts 18 months for job loss or reduced hours and up to 36 months for certain other qualifying events, with limited situations allowing extensions.
The length of COBRA continuation coverage depends on the qualifying event that caused the loss of group health coverage.
In most cases, COBRA lasts 18 months when coverage is lost due to a termination of employment (voluntary or involuntary, other than gross misconduct) or a reduction in hours that causes a loss of eligibility.
COBRA can last up to 36 months for certain other qualifying events, including the death of the covered employee, divorce or legal separation, a dependent child losing eligibility under the plan, or when the covered employee becomes entitled to Medicare before another qualifying event affects the spouse or dependents.
Some situations allow for extensions beyond the standard 18 months. If a qualified beneficiary is determined to be disabled by the Social Security Administration within the required timeframe, COBRA coverage may be extended to 29 months. Coverage may also extend to 36 months if a second qualifying event occurs during the initial 18-month COBRA period, provided all notice requirements are met.
COBRA coverage is temporary and intended to provide time to transition to other coverage options, such as a new employer’s plan or Marketplace coverage.
Sources
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U.S. Department of Labor, FAQs on COBRA Continuation Health Coverage:
https://www.dol.gov/agencies/ebsa/laws-and-regulations/laws/cobra -
U.S. Department of Labor, An Employer’s Guide to Group Health Continuation Coverage Under COBRA (Coverage Periods and Extensions):
https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/an-employers-guide-to-group-health-continuation-coverage-under-cobra.pdf
Content history
Originally published: March 27, 2025
Last reviewed: January 24, 2026