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Unemployed and uninsured: six options for finding health insurance

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	OPTION 1	OPTION 2	OPTION 3	OPTION 4	OPTION 5	OPTION 6
Type	Group Coverage through your spouse	COBRA insurance	COBRA w/federally subsidized premium	Private insurance through an individual or family plan	Short-term health insurance	Public programs
The basics	If you're married and your spouse is employed, check to see if you can get on your spouse's employer's plan. Some employer-sponsored plans also allow for non-married employees to add a long-term partner to an employer sponsored plan.	COBRA is a federal law that gives you the option of continuing your employer-sponsored health plan for a limited period of time, if you work for an employer that has at least 20 employees1 Some states require employers with fewer than 20 employees to offer continuation coverage, so check with your state insurance commission	As of February 17, 2009, a new federal subsidy will provide eligible unemployed persons premium assistance of up to 65% towards COBRA insurance premiums for up to 9 months3	Quality health insurance is available on the private market for families and individuals. Plans are individually underwritten. There are many different types of plans available to suit your needs and can often be more affordable than group or COBRA	Private health insurance purchased for typically 6 or 12 months terms Ideal for those that know they will be covered through a group plan within 2-3 months and want to protect themselves until then, otherwise, a standard month to month individual plan may be preferable	Every state offers public programs and plans for individuals or families struggling financially or unable to get approved for coverage elsewhere
Eligibility	Spouse or dependent of primary policyholder	If you terminate your job voluntarily or involuntarily for any reason other than gross misconduct, you are eligible for COBRA Spouse and dependents covered on the employer plan are also eligible to extend their coverage COBRA rights can be exercised individually, so one beneficiary can opt for COBRA while the rest of the dependents can seek other, possibly less expensive options	Annual income: Individual < $125,000 family < $250,000; and If you terminate your job involuntarily between September 1, 2008 and December 31, 2009; and At the time of the job termination were participating in employer-sponsored group coverage	If you're under age 65 and reasonably healthy Those with pre-existing conditions such as cancer, diabetes, or heart disease will find it hard to get coverage.	If you're under age 65 and reasonably healthy Those with pre-existing conditions such as cancer, diabetes, or heart disease will find it hard to get coverage.	Eligibility varies by state and can be based on age, resident status, income, medical condition, previous coverage types and other factors
Advantages	Employer-sponsored Comprehensive benefits Guaranteed issue: by law, you or a dependent cannot be denied coverage (even if you have a pre-existing condition) and will be accepted onto the plan No waiting for open enrollment; you're eligible if you've lost coverage elsewhere	Pre-existing conditions: COBRA can provide important protection for people who have pre-existing medical conditions. Continuation of benefits: stay enrolled in the same plan & keep same physicians Lasts up to 18 months.	Cost savings: 65% off COBRA premium for nine months Continuation of benefits: stay enrolled in the same plan & keep same physicians Pre-existing conditions: COBRA can provide important protection for people who have pre-existing medical conditions	Affordable: may be more affordable than unsubsidized group or COBRA coverage, and may also be more affordable than COBRA coverage w/ subsidy Term of plan can be continuous and uninterrupted until age 65 Portable: not tied to a job, so you can stay enrolled in the plan as long as you wish	Short application Easier to qualify if you have non-chronic conditions Affordable: short-term plans can be more affordable, especially when purchased in advance	Cost: plans can be completely subsidized or very low in cost For those that cannot find coverage anywhere else, public plans are important options
Disadvantages	Spouse or dependent share of the monthly employee premium can often be a higher percent than what the employee pays If dependent coverage is too costly, you may be able to "mix and match" employer and individual coverage for a lower total cost Your current physician may not participate in your spouse's plan	Cost: the average COBRA premium costs ~$400/month for individuals, $1200 for families and is up to 60% more expensive than comparable individual coverage purchased on-line. Federal COBRA law allows for an 18 month continuation of your coverage. After 18 months, you need to find another option If your company has fewer than 20 employees or has gone out of business, you may not be eligible	Cost: even w/subsidy, premiums may be cost-prohibitive, so check your options at ehealthinsurance.com Subsidy lasts for nine months, so be prepared for paying full COBRA premiums thereafter, or investigate other options If your company has fewer than 20 employees or has gone out of business, you’re probably not eligible	Benefits: plan benefits may be different than traditional group plans, so research which benefits will meet your needs Underwriting: individual underwriting, so you may be declined or pay higher premiums for certain conditions HIPAA plan eligibility: individual health insurance does not count towards continuation of group coverage	Plans can be more limited in scope, benefits with no first dollar coverage or preventative care If you've been previously declined on short-term applications in the past few years, you may not qualify for most short term coverage options. HIPAA plan eligibility: short-term insurance does not count towards continuation of group coverage Standard individual plans may be richer in benefits and less expensive	Plans may be limited in benefits or physician participation Beneficiaries may experience delays in treatment or approvals for treatment, risking health
For more info	Talk to the benefits administrator at your spouse's employer	Talk to you benefits administrator For more information on COBRA, go to the U.S. Department of Labor site at http://www.dol.gov/dol/topic/health-plans/cobra.htm For state-level details, visit your state health insurance website To compare COBRA premiums vs. individual premiums, go to www.cobralearning.com	Talk to you benefits administrator For more information on COBRA, go to the U.S. Department of Labor site at http://www.dol.gov/dol/topic/health-plans/cobra.htm For state-level details, visit your state health insurance website To compare COBRA premiums vs. individual premiums, go to www.cobralearning.com	Online services such as ehealthinsurance.com list the available plans in your area and provide tools to help you compare and choose a plan.	Online services such as ehealthinsurance.com list the available short-term plans in your area and provide tools to help you compare and choose a plan	Sponsored by the Foundation of Health Coverage Education, www.coverageforall.org has info on more than 176 government-sponsored programs in 50 states and the District of Columbia. FHCE also runs a free 24/7, multilingual U.S. Uninsured Help Line at 800-234-1317 Visit your state health insurance commission website