What is COBRA and how does it work for me as an employee?

COBRA (Consolidated Omnibus Budget Reconciliation Act) gives you the right to continue your employer's group health coverage after a "qualifying event" — most commonly job termination, reduction of hours below the eligibility threshold, divorce, or a dependent child aging off the plan. You pay the full premium plus a 2% administrative fee (102% of premium total) — meaning you pick up both your share and the employer's share, which is often a sharp jump from what you paid as an employee. Standard continuation period is 18 months for termination/reduction-in-hours, 36 months for some other qualifying events. You have a 60-day election window from the later of (a) the date you would lose coverage or (b) the date you receive the COBRA election notice. NY also has Mini-COBRA for employers under 20 employees (federal COBRA only applies at 20+). Coverage is identical to what you had as an employee — same network, same plan, same provider relationships. Often the right choice when you have ongoing medical needs and a marketplace plan would force a network change; less attractive when you're healthy and a subsidized marketplace plan costs less.