Post-Divorce — First 30 Days
Health Insurance After Divorce
COBRA vs marketplace vs employer plan — what your options are, the deadlines you can't miss, and how to avoid a coverage gap.
The Problem
If you were covered under your spouse's employer health plan, divorce ends that coverage. You typically lose coverage on the date your divorce is finalized — not when you file. You have 60 days to act before your options narrow significantly. Missing the deadline means waiting until open enrollment, which could leave you uninsured for months.
Your 3 Options
Option 1 — COBRA
Continuation of your spouse's exact plan. You pay 100% of the premium plus a 2% administrative fee — often $600–900/month for an individual. Coverage lasts up to 36 months. Best choice if you have ongoing treatment, specialists, or prescriptions you don't want to switch mid-care. Seamless continuation, no new network to navigate.
Option 2 — Marketplace / ACA Plan
Divorce qualifies as a special enrollment event. You have 60 days from your divorce date to enroll at healthcare.gov. Plans are often significantly cheaper than COBRA, especially if your income qualifies for subsidies. A mid-level Silver plan in Utah typically runs $400–700/month before any subsidy. Income-based tax credits can reduce this further.
Option 3 — Your Employer's Plan
If you have a job with benefits, this is almost always your best option. Divorce counts as a qualifying life event, allowing you to enroll outside the normal open enrollment window. Contact your HR department immediately after your divorce is finalized — most plans require enrollment within 30–60 days of the qualifying event.
Deadlines You Cannot Miss
COBRA election deadline60 days from divorce
Marketplace special enrollment60 days from divorce
Employer plan enrollment30–60 days (check with HR)
Missing all three means you must wait until the next open enrollment period — typically November–December for January 1 coverage. That could be months of no coverage.
Children's Coverage
☐Children can stay on either parent's plan
Your decree may specify whose plan covers the children — often the higher-earning parent. Verify what your decree says.
☐Check Medicaid / CHIP eligibility
Lower-income families may qualify for free or low-cost children's coverage through Utah Medicaid or CHIP regardless of the divorce.
☐COBRA covers children too
If you elect COBRA, children on the plan are included. Premiums increase accordingly.
Estimated Monthly Costs — 35-Year-Old in Utah
COBRA (continuing employer plan)$600–$900/mo
Marketplace Silver plan (before subsidy)$400–$700/mo
Marketplace Silver plan (with subsidy, ~$50k income)$150–$300/mo
Employer plan (your job)Varies — often $100–$300/mo
Estimates only. Actual costs depend on plan, income, and employer contribution. Visit healthcare.gov for your actual quote.
If Your Spouse Was on Medicaid
COBRA does not apply to Medicaid — it only applies to employer-sponsored group health plans. If your spouse was on Medicaid, you will not receive a COBRA notice. Go directly to the Marketplace at healthcare.gov or enroll in your employer's plan. You may also qualify for Medicaid yourself based on your own post-divorce income.
Dental and Vision
Dental and vision are often separate from medical coverage. If they were part of your spouse's employer benefits package, check whether COBRA extends to those as well — sometimes they are covered separately and require their own election. Marketplace plans typically do not include dental or vision for adults; you'll need to purchase standalone plans. Standalone dental plans in Utah typically run $20–$50/month.
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