Explore our blog resources to help employers and advisors understand the value of captive insurance.
Mental health is the fastest-growing claims category for most employers. Self-funded plans give you the visibility to address behavioral health spend strategically.
Behavioral and mental health costs are climbing fast. Here’s how self-insured employers use plan design and clinical care to control the spend.
Why self-funding? Claims transparency, vendor flexibility, surplus return, and structural protection against the volatility that fully insured plans actively hide.
Self-funding comes with real challenges around cash flow, partner selection, and employee communication. Here’s how mid-market employers solve each one in practice.
Rising health insurance costs are driven by medical inflation, prescription drug spend, and chronic disease. Self-funding gives employers the tools to push back.
Friends don’t let friends level fund. Here are ten reasons mid-market employers should skip level funding and move directly to a group captive.
Self-funding means an employer pays for their employees’ healthcare claims directly instead of paying fixed premiums to an insurance carrier.
A medical group captive is a self-funded model where small and mid-sized employers join together to access financial advantages, share risk and gain greater stability.
Stop-loss insurance protects self-funded employers from large or unexpected claims. It caps financial risk so one high-cost event doesn’t significantly impact your overall healthcare spend.
Health insurance costs rise due to increasing healthcare prices, higher utilization, and lack of transparency in traditional models. Learn how self- funding through a captive can help offset these trends.
Cost containment includes strategies that reduce unnecessary healthcare spending while maintaining quality care. Read how tactics like claims analysis, preventative care, and pharmacy cost management can reduce spend.
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