There are both federal COBRA and state COBRA provisions. Essentially, this law requires any business that falls under these regulations to offer employees that are leaving the company the option to remain on the company's group health plan for a specified period of time. The e-employee then becomes responsible for paying the monthly premium associated with their coverage, often paid to a COBRA administrator that handles payment to the insurance company. If a company goes out of business, their group health plan ceases to eist and therefore, so does the option to continue being covered under that plan through your COBRA option. This is not an uncommon occurrence and many states have passed regulation to protect people in a similar situation. Depending on your state of residence, insurance companies may offer, or even be forced to offer, guaranteed issue' coverage under federal HIPAA law. Basically, you enroll in an Individuals policy that must insure you, regardless of your current health status. There may be limitations on which types of plans are available to you through each insurance company, so you will need to do some research to find the available HIPAA coverage that is most suitable for your needs. In other states, guaranteed issue HIPAA coverage is available under the state's high-risk health insurance pool. For a list of states with risk pools, visit the section of our website dedicated to Health Insurance Risk Pools. Another option worth investigating is any other type of insurance that might be available to you. The most common of these would be a group health plan through the employer of your spouse. Since Small Business is guaranteed issue, as an eligible dependent you cannot be denied coverage due to your condition. There may limitations as to when you can join the group health plan as a dependent, but the loss of your current coverage should make you immediately eligible in most instances. It is best to check with the plan administrator of your spouse's health plan for more details.'