Health Insurance After Divorce in Connecticut

If you were covered as a dependent under your spouse's employer health plan, divorce generally causes you to lose eligibility under the plan, but the actual coverage-end date depends on the plan's terms. You have limited time to secure replacement coverage — and the deadlines are strict. Missing them means a coverage gap that can last months.

Here are your options and the exact timelines.

COBRA Continuation Coverage

Under federal COBRA law, divorce is a qualifying event that entitles the non-employee spouse to continue coverage under the former spouse's group health plan for up to 36 months.

Key details:

• Election deadline: You have at least 60 days to elect COBRA, starting on the later of the date coverage ends or the date the plan provides the election notice
• Coverage is retroactive: If you elect within the window, COBRA can be retroactive to the date coverage ended, subject to the plan's rules
• Cost: You pay the full premium (both the employee and employer share) plus a 2% administrative fee. This is typically two to four times what you were paying as a covered dependent
• Notification requirement: The employee spouse or a qualified beneficiary must notify the plan administrator of the divorce according to the plan's procedures. The plan must allow at least 60 days; if the employee spouse fails to notify the plan, the covered dependent can notify it directly

COBRA is expensive, but it provides identical coverage with no gap. It is especially useful as a bridge while you secure long-term coverage.

Your Employer's Plan

If you previously declined your employer's plan because you were covered under your spouse's plan, losing that coverage after divorce generally triggers a special enrollment period. You have at least 30 days after the loss of coverage to request enrollment in your employer's health plan outside of the normal open enrollment window.

Contact your HR department immediately after the divorce is finalized. Provide your divorce decree and request special enrollment. Do not wait for the next open enrollment period — follow your plan's stated deadline, which must be at least 30 days after loss of coverage.

Access Health CT (ACA Marketplace)

If divorce causes you to lose coverage, you can enroll through Access Health CT, Connecticut's health insurance marketplace. The loss of coverage gives you a 60-day special enrollment period after coverage ends.

Depending on your individual income, you may qualify for:

• Premium tax credits that reduce your monthly cost
• Cost-sharing reductions that lower your deductibles and copays

Apply at AccessHealthCT.com or call their customer service line. You will need your divorce decree, proof of income, and Social Security number.

What to Tell Your Employer

Whether or not you are changing your own health coverage, notify your HR department of your divorce. They need to:

• Update your tax withholding (Form W-4 — your filing status changes)
• Remove your ex-spouse from your benefits enrollments (health, dental, vision, life insurance)
• Update your emergency contacts
• Update your beneficiary designations on employer life insurance, 401(k), and pension plans

Remember: employer-sponsored retirement plan beneficiary designations are governed by ERISA, which preempts state law. Your divorce decree does not automatically remove your ex-spouse as beneficiary — you must file new designation forms.

Children's Coverage

Your children's coverage is typically addressed in the divorce decree or separation agreement. Courts commonly order one or both parents to maintain health insurance for minor children. The court may specify which parent's plan is primary.

If your children were on your ex-spouse's plan and your agreement requires them to maintain coverage, verify that the coverage is active. If it lapses because of a qualifying loss-of-coverage event, your children may qualify for a special enrollment period on your plan or through Access Health CT.

The Connecticut After-Divorce Checklist includes a benefits notification checklist for your employer, insurance companies, and government agencies.

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