In the realm of employer-sponsored health insurance, COBRA (Consolidated Omnibus Budget Reconciliation Act) has been a topic of both discussion and controversy. Since becoming a federal law in 1986, it has offered a safety net for individuals who have lost their jobs or experienced certain life events. However, since the ACA (Affordable Care Act) went into effect in 2010, the flaws and limitations of COBRA have become increasingly apparent. Let's delve into the dark side of COBRA and shed light on its flaws, relevance, and alternatives that make it a less than ideal solution for employees and employers.

High cost to individuals:

COBRA coverage is notorious for its exorbitant cost. While employed, individuals often benefit from subsidized health insurance premiums from their employer. On average, employers contributed 78% toward individual plans and 67% toward family plans, per BLS 2022 data. However, once individuals switch to COBRA, they are expected to shoulder the full premium cost, including the portion that was previously covered by the employer and an additional 2% administration fee. According to the 2022 KFF study, the average annual premium for individual coverage was $7,911 per year and $22,463 per year for family coverage, and "for most people, particularly following job loss, the cost of COBRA continuation coverage is prohibitively expensive," per KFF.

Limited coverage duration:

One of the significant drawbacks of COBRA is its limited coverage duration. Typically, COBRA allows individuals to retain their employer-provided health insurance for up to 18 months after leaving their job or experiencing a qualifying event. However, this period may not be sufficient for individuals facing long-term unemployment or serious health conditions. Once the COBRA coverage ends, individuals are left without affordable options, forcing them to navigate a complex and often unaffordable individual insurance market.