Explore our blog resources to help employers and advisors understand the value of captive insurance.
Your pharmacy benefit manager makes or breaks drug spend. Here’s how self-funded employers choose a PBM aligned with their interests, not the PBM’s.
A group captive lets like-sized employers pool risk, share data, and capture savings together. It’s the structural alternative to fully insured health insurance.
A group captive self-funded plan lets you customize coverage, contracts, and vendors. Here’s how to design yours to cut costs without sacrificing benefits.
Direct primary care gives employees unlimited access to a primary doctor for a flat fee, cutting ER visits and lowering total claims spend.
With Roundstone’s self-funded health insurance, you’re not shopping a fixed product. You’re designing a plan around your workforce, claims data, and goals.
For most CFOs, healthcare costs now eat directly into profitability. This Roundstone leadership study shows where the spend goes and how to control it.
More employers are choosing self-funded insurance to take control of healthcare spend. A group captive makes the model accessible even
Captive insurance and self-funded insurance overlap but are not the same. Here’s how a group medical captive complements a self-funded
Employer health benefits are the second-largest line item after payroll. Self-funding gives you the visibility and levers to manage that
Group medical captives pool risk across like-sized employers, returning unused premium and protecting against volatility while controlling long-term healthcare spend.
Self-funded health plans succeed when employers combine claims data, clinical care management, and aligned partners. Here’s what success looks like
Turnkey health insurance gives small and mid-size employers a simplified path to self-funding with built-in cost containment and stop-loss protection.
Your benefit plan document is the rulebook for every claim. Here are best practices for keeping it accurate, defensible, and
Telemedicine services have gained massive popularity for their convenience and safety. Here’s how to screen a telemedicine provider that fits
With premiums escalating, employers must start managing per-employee-per-year (PEPY) cost performance. Here’s why PEPY is the benchmark that matters.
Eligibility audits by the numbers: how often ineligible dependents quietly drive up self-funded plan spend and what employers recover when
Not all group health plans are created equal. Plan design, network choice, and partner alignment separate the plans that control
Plan documents by the numbers: what self-funded employers should look for in summary plan descriptions, stop loss policies, and TPA
Rising employee benefit costs threaten your bottom line. Measuring claims and healthcare data shows where your highest spend lives and
Lowering cost sharing in your health plan can reduce overall employee healthcare costs while improving access to higher-quality care. Here’s
Clinical care management lowers healthcare costs by guiding employees through complex care, catching issues early, and steering them to higher-quality
Catastrophic diagnoses can blow up a self-funded plan budget. Here are cost containment strategies, from centers of excellence to case
Managing health insurance costs takes more than annual renewals. Self-funded employers use claims data, vendor strategy, and care management every
Captives do it better on data transparency. Members get full claims visibility, not the aggregated, sanitized data fully insured carriers
Introducing self-funded health insurance to employees is mostly about communication. Here’s how to explain the model, the value, and what
Well-being programs improve employee health while reducing benefit cost. Here’s how strategic incentives drive participation and engagement that actually sticks.
It’s hiring season. Top talent expects benefits that show employers actually invested in employee health. Here’s how self-funding helps you
Cultivating a culture of healthcare consumerism takes employee education, transparent tools, and steady communication. Here’s how to engage your team.
Employers can use wellness programs to improve employee health while controlling cost. Here’s how to launch a well-being program that
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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