Explore our blog resources to help employers and advisors understand the value of captive insurance.
The essential guide to self-funding HR executives have been asking for, covering plan design, partners, employee communication, and what changes year one.
Healthcare concierge services help employees navigate care, reducing claims spend while improving the employee experience inside any self-funded health plan.
Sexual and reproductive health care access and education matter for employee outcomes and employer cost. Here’s how self-funded plans can support both.
Aligning incentives between employer, employees, and providers is the foundation of a healthier, cost-effective benefits plan. Here’s how to design that alignment.
Roundstone recognizes the best benefits advisors in the business, advisors who lead with self-funded captive solutions and consistently win for their clients.
The benefits of self-funded health insurance: claims transparency, vendor flexibility, surplus return, and protection against the volatility of fully insured renewals.
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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