In the process of voluntary leaving the agency and wanted to find out if anyone knew how to find out what the employer's health insurance portion (payout) is. Because when I depart, I'll be responsible for the entire amount.

I don't want to ask HR, 'cause they may flag the question or should i just not care and get on with it. I mean I know an employer usually subsidizes three quarters of the monthly premium. For example, that's why it would go from say 800 (employee portion) vs close to 3K.

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Your cost will always be astronomical b/c companies offset the cost of the plans they offer.

Our family plan which I continued after I left an agency jumped to $2535 per month.

I switched to a private BCBS family plan. The private plans are rarely as good as the company plans, meaning that you get more for your money through company employment than you do privately… BUT the private family plan we switched to was almost as good as the company plans and “only” cost $1930 per month

Definitely comparison shop

likehelpful

Keep in mind the Big Beautiful Bill Congress just passed is slashing subsidies on marketplace plans. So, they will get considerably more expensive.

You have to ask HR, hope they're organized enough to give you COBRA stuff with your offboarding packet, or wait for the info to come to you in the mail.

Why are you worried about a harmless question being flagged in the job you're quitting?

funny

no idea, general paranoia! So, i did call HR and was told that medical, dental and vision thru cobra would be: 2545.00 plus i added the 2% cobra admin fee. Grand total: 2595.00, a few hundred dollars cheaper than when I was canned. So not to bad.

likehelpful

I’m wondering if you can call your insurance provider directly, someone there must know that info (maybe an insurance broker or agent).

Good idea! Thank you.

Mine was $200 to $1.3k so percentage depends. My husbands company basically doesn’t cover dependants on PPO so his example would have been very different. Can you ask someone else who left

If you opt for COBRA, it's up to ~105% of the employer + employee premium.

Realistically, you're likely going to better off applying for an ACA marketplace plan if your insurance lapses from job loss (which would be a qualifying event). Or if you have a partner, getting onto their insurance (if applicable).

Depending on your situation, also keep in mind that you have 60 days to decide to opt into COBRA coverage - you would just be responsible for the retroactive premiums. So if you're going to have a job 1-2 months from when you quit, you may consider running the risk of being semi-uninsured for the time.

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