It is not uncommon for one spouse to be covered under their spouse’s employer-sponsored health insurance plan. When couples divorce, a covered spouse can elect to continue on their ex-spouse’s coverage for up to three years under COBRA. However, although COBRA is certainly a way to bridge the gap following a divorce, it is not inexpensive. Instead of the employer picking up part of the tab and administrative fees, the non-employee spouse will pay the full cost of the premium.
Fortunately, there may be a more affordable option under the Affordable Care Act of 2010. A spouse that does not have access to an employer-sponsored plan may sign up for a health plan even if they have preexisting conditions. Depending on the income, plans can be very cost effective to downright expensive, so it is worthwhile to compare plans.
Often, when there are children from the marriage, the spouse who has employer-sponsored insurance will likely be ordered to keep the children on the plan after the divorce. If neither parent has employer-provided insurance, it is the parents’ responsibility to acquire insurance for their kids, the costs of which will be shared based on the parents’ incomes.
Parents will need to compromise in order to cover health related expenses that are out of pocket, insurance co pays, deductibles or expenses not covered by insurance. It may be possible to use two insurance plans to cover the costs if both parents have insurance, but for any expenses left over, spouses should agree to a timeline for reimbursement during the divorce settlement process to reduce confusion or resentment.
We Have Answers About Health Insurance Coverage Following a Divorce
There are many issues that must be resolved during a divorce which include how a spouse or child will find coverage for health insurance in the aftermath. The Wisconsin family law attorneys of Probst Law Offices understand the difficult challenges that you can face in a divorce. If you have questions about support with your health care coverage during this time, we are here to provide you the answers. Call (414) 210-3135 or send us a confidential email for your free, half-hour initial consultation.