Short answer: Yes. COBRA coverage can end before the maximum coverage period if certain events occur, such as missed premium payments, enrollment in other coverage, Medicare entitlement, or termination of the employer’s health plan.
Although COBRA coverage can last up to 18 or 36 months, it does not always continue for the full period. Federal rules allow COBRA coverage to end early when specific conditions are met.
One common reason is nonpayment of premiums. COBRA premiums must be paid on time, including any required grace period. If payment is not received by the end of the grace period, coverage can be terminated permanently.
COBRA coverage may also end if the qualified beneficiary becomes covered under another group health plan or becomes entitled to Medicare after electing COBRA. In these situations, COBRA generally ends as of the date the other coverage or Medicare entitlement begins.
If an employer stops offering any group health plan to its active employees, COBRA coverage ends for all qualified beneficiaries because there is no longer a plan to continue. COBRA may also be terminated early in cases of fraud or intentional misuse of plan benefits.
When COBRA coverage ends early, the plan administrator is required to provide a notice explaining the reason for termination and the effective date coverage ends.
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 (Early Termination section):
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