Short answer: Divorce usually ends a former spouse’s eligibility under the other’s employer plan. The losing spouse can elect COBRA (or state continuation) for up to 36 months, or use the special enrollment period it triggers to enroll in a marketplace or new employer plan.
When a marriage ends, a former spouse generally loses eligibility as a dependent under the other spouse’s employer health plan. Divorce or legal separation is a COBRA qualifying event, so the former spouse can usually elect COBRA continuation coverage for up to 36 months, though they pay the full premium plus a small administrative fee.
Divorce is also a qualifying life event that opens a special enrollment period. That lets the person who is losing coverage enroll in a marketplace plan, or join a new employer’s plan if eligible, typically within 60 days, often a less expensive route than COBRA. Children usually remain eligible under either parent’s plan, and a court order may dictate who must cover them.
Act quickly: notify the plan administrator of the divorce (often required within 60 days for COBRA rights), compare COBRA against marketplace and employer options, and check whether you qualify for premium tax credits, which COBRA enrollees generally do not receive.