After a job loss or other qualifying event, Florida residents face a choice that can mean the difference of $5,000 or more per year: elect COBRA continuation coverage from a former employer, or enroll in an ACA marketplace plan with premium tax credits. For most subsidized buyers, the marketplace wins — but COBRA has specific advantages that make it the right choice in certain situations. Here's a complete, number-driven comparison for 2026.
| Coverage Type | Monthly Premium Range | Deductible Range | Provider Network | ACA Subsidies Apply? |
|---|---|---|---|---|
| COBRA (individual) | $550–$900/mo | Same as employer plan | Same as employer plan | No |
| ACA Silver (unsubsidized) | $400–$600/mo | $3,500–$6,000 | Carrier-specific | No |
| ACA Silver (subsidized, 200% FPL) | $0–$80/mo | $700–$2,700 (CSR) | Carrier-specific | Yes |
| ACA Gold (subsidized, 300% FPL) | $50–$150/mo | $500–$1,500 | Carrier-specific | Yes |
| ACA Bronze (subsidized, 300% FPL) | $0–$50/mo | $7,000–$9,200 | Carrier-specific | Yes |
Under COBRA, you pay 100% of the premium — both your old share and the employer's share — plus up to 2% administrative fee. If your employer was paying $600/month and you were paying $150, your COBRA premium becomes $765/month ($750 × 1.02). Over 18 months, that's $13,770 — and you receive no subsidy regardless of your income drop after job loss.
At $40,000 income (single person, approximately 265% FPL), HealthCare.gov calculates your maximum APTC contribution at roughly 8.39% of income — about $278/month. If the benchmark Silver plan is $480/month, you receive approximately $202/month in APTC. Your net Silver premium: ~$278/month — versus $765 for COBRA. Annual savings: $5,844. And that Silver plan may have similar or better benefits than your old employer plan if it includes CSR adjustments.
COBRA is worth considering when:
You have 60 days after receiving your COBRA election notice to decide — and COBRA is retroactive to the date of loss. This means you can watch whether you need care in the first 60 days: if you're healthy, enroll in the marketplace immediately. If you need a procedure or visit in month 1, you can elect COBRA retroactively and pay premiums from the termination date to cover that care. This is completely legal and is a well-known consumer strategy. Do not use care and then decide not to elect COBRA — that would result in an unpaid claim.
No. You can also explore Florida Medicaid (if income qualifies), a spouse's employer plan (if you have a life event triggering their SEP), or a short-term health insurance plan as a bridge. Each has different benefits, costs, and coverage levels.
No. The 60-day COBRA election window runs from the date you receive your COBRA notice — regardless of whether you've already enrolled in ACA coverage. You can enroll in ACA and still elect COBRA retroactively within 60 days, though you'd need to cancel ACA coverage to avoid duplicate coverage.
If you elect COBRA, you're covered by qualifying coverage and generally not eligible for ACA marketplace enrollment until your next SEP (which could be when COBRA expires). COBRA expiration triggers a 60-day SEP to enroll in marketplace coverage.
Yes — family members can split between COBRA and ACA marketplace coverage. However, coordinating separate plans can create administrative complexity. A spouse or dependent who loses coverage independently gets their own SEP.
We run the exact numbers for your situation and tell you which option saves you more — usually in 10 minutes.
Get a Free Consultation