Step 1: Talk to your HR department
Find out from your HR department how long the coverage that you’ve already paid for will last. Often they carry you through the month of your termination. Pursue a new insurance plan immediately so you don’t have what’s called a “lapse in coverage.” Don’t wait until the day your old policy runs out to apply for a new one.
Step 2: Suss out your spouse’s policy
Hopping onto your spouse’s health insurance plan may make the most sense. Even though most companies have time-specific open enrollment periods, a job change or loss is considered a “qualifying event,” which means you may sign up for their plan at any time. Also note that depending on your spouse’s company, their premium could go up because you’re becoming a dependent on their plan (sorry, in this case, you’re considered more baggage).
Step 3: Consider Cobra or HealthCare.gov
While you’re looking into your spouse’s plan, also consider Cobra. It lets you pay group health insurance rates even though you’re not part of the group (i.e., your company) anymore. Check if you're eligible for Cobra coverage, and go to CobraInsurance.com for details. Concerned you can't afford Cobra? The fact is you can't afford to go without health insurance, so in that instance, you should check out plans through the government's Health Insurance Marketplace, using HealthCare.gov, because losing your job is considered a life event that would allow you to enroll for health insurance outside of the standard enrollment period.