---
url: https://thresholds.pages.dev/health-insurance/
title: "Health Insurance Costs: COBRA, Marketplace, Cliff"
updated: 2026-09-07
site: Thresholds
sources:
  - https://www.congress.gov/crs-product/R48290
  - https://www.irs.gov/pub/irs-drop/rp-26-26.pdf
  - https://www.dol.gov/general/topic/health-plans/cobra
  - https://www.healthcare.gov/coverage-outside-open-enrollment/special-enrollment-period/
  - https://www.govinfo.gov/content/pkg/FR-2026-01-15/html/2026-00755.htm
---

# Health Insurance Costs: COBRA, Marketplace, Cliff

COBRA at 102% of plan cost, the 400%-of-poverty credit cliff, the 60-day enrollment window and the 2027 open enrollment dates. Verified 2026-09-07.

Losing job-based coverage gives you two options and a clock: COBRA at the full premium, or a Marketplace plan whose price depends on where household income sits against the federal poverty level. Figures verified 2026-09-07.

Status of the enhanced premium tax credits, as of 2026-09-07: Expired — not extended (no law enacted as of September 6, 2026). This is the single figure on this site most likely to move; it is re-checked monthly and hard-checked before 2026-11-01, because every 2027 premium depends on it.

## The figures

- No premium tax credit above 400% of the federal poverty level — The statutory subsidy cliff applies again from 2026 after the enhanced credits lapsed. (IRC §36B(c)(1)(A); Rev. Proc. 2025-25 / 2026-26 tables; verified 2026-09-06; applies from 2026-01-01, no announced end date)
- Expired — not extended (no law enacted as of September 6, 2026) — The ARPA/IRA enhanced premium tax credits applied through plan year 2025 and lapsed on 2025-12-31. (CRS R48290; Rev. Proc. 2026-26; verified 2026-09-06; applies from 2026-01-01, no announced end date)
- 2.10% – 9.96% of household income — Applicable percentage of household income toward the benchmark Silver plan, by income as a percentage of FPL, for 2026. (Rev. Proc. 2025-25 (issued 2025-07-18); verified 2026-09-07; applies from 2026-01-01 to 2026-12-31)
- 2.15% – 10.22% of household income — The same table for 2027, under a revised premium-growth methodology. (Rev. Proc. 2026-26 (issued 2026-07-21); verified 2026-09-07; applies from 2027-01-01 to 2027-12-31)
- 9.96% — Employer-coverage affordability threshold for plan years beginning in 2026. (Rev. Proc. 2025-25; verified 2026-09-07; applies from 2026-01-01 to 2026-12-31)
- 10.22% — Employer-coverage affordability threshold for plan years beginning in 2027. (Rev. Proc. 2026-26; verified 2026-09-07; applies from 2027-01-01 to 2027-12-31)
- November 1, 2026 – January 15, 2027 — Federal Marketplace open enrollment for 2027 coverage; December 15, 2026 is the deadline for coverage starting January 1. (HealthCare.gov — dates and deadlines; verified 2026-09-06; applies from 2026-11-01 to 2027-01-15)
- 60 days after (and up to 60 days before) losing job-based coverage — Special enrollment period for loss of job-based coverage. (HealthCare.gov — special enrollment period; verified 2026-09-06; applies from long-standing, no announced end date)
- Voluntarily dropping COBRA is not a qualifying life event — Only exhausting COBRA (or losing it involuntarily) opens a special enrollment period. (HealthCare.gov — COBRA coverage; verified 2026-09-06; applies from long-standing, no announced end date)
- 102% of the plan's cost — The most a plan may charge for standard COBRA continuation coverage. (DOL — continuation of health coverage (COBRA); verified 2026-09-06; applies from long-standing, no announced end date)
- 60 days — You have 60 days from the later of coverage loss or the date the election notice is provided to elect COBRA. (DOL — FAQs on COBRA continuation health coverage for workers; verified 2026-09-06; applies from long-standing, no announced end date)
- 45 days — The first COBRA premium is due within 45 days of electing coverage. (DOL — FAQs on COBRA continuation health coverage for workers; verified 2026-09-06; applies from long-standing, no announced end date)
- 18 months — COBRA duration after termination of employment or a reduction of hours. (DOL — FAQs on COBRA continuation health coverage for workers; verified 2026-09-06; applies from long-standing, no announced end date)
- 20 or more employees — Federal COBRA applies to group health plans of employers with 20 or more employees. (DOL — continuation of health coverage (COBRA); IRC §4980B(d)(1); verified 2026-09-06; applies from long-standing, no announced end date)
- Use the guidelines in effect when open enrollment for that coverage year opened — 26 CFR §1.36B-1(h) fixes which year’s poverty guidelines a coverage year uses. (26 CFR §1.36B-1(h); verified 2026-09-06; applies from long-standing, no announced end date)

Calculator: https://thresholds.pages.dev/health-insurance/cobra-vs-marketplace/. Every 2027 threshold already published: https://thresholds.pages.dev/numbers/2027/.

## Sources

- [CRS R48290; Rev. Proc. 2026-26](https://www.congress.gov/crs-product/R48290)
- [Rev. Proc. 2026-26 (issued 2026-07-21)](https://www.irs.gov/pub/irs-drop/rp-26-26.pdf)
- [DOL — continuation of health coverage (COBRA)](https://www.dol.gov/general/topic/health-plans/cobra)
- [HealthCare.gov — special enrollment period](https://www.healthcare.gov/coverage-outside-open-enrollment/special-enrollment-period/)
- [Annual Update of the HHS Poverty Guidelines, 91 FR 1797–1798 (2026-01-15), doc 2026-00755](https://www.govinfo.gov/content/pkg/FR-2026-01-15/html/2026-00755.htm)

---
Information, not advice. Figures verified 2026-09-07. https://thresholds.pages.dev/health-insurance/