Explore our blog resources to help employers and advisors understand the value of captive insurance.
Self-funded health insurance lets employers pay claims directly, capture savings when employees stay healthy, and see exactly where every dollar of spend goes.
Per-employee-per-year (PEPY) cost is the truest benchmark for whether your health plan is competitive. Here’s how to use it to drive decisions.
Specialty drugs are the fastest-growing line item in employee benefits. A self-funded plan gives you the visibility and levers to manage the spend.
Budgeting a self-funded health plan means understanding fixed and variable costs. Here’s how to plan spend and unlock savings through a group captive.
Lowering prescription drug prices takes more than negotiating with PBMs. Self-funded employers can stack DPC, transparency, and direct contracting to control total spend.
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.
Group captive insurance was built as a structural alternative to fully insured health plans. Here’s how it gives mid-market employers
Small business health insurance doesn’t have to mean fixed plans and surprise renewals. Group captive self-funding makes the model accessible
Customer success in a self-funded plan means proactive claims management, employee navigation, and quarterly business reviews that turn data into
Mental health is the fastest-growing claims category for most employers. Self-funded plans give you the visibility to address behavioral health
Behavioral and mental health costs are climbing fast. Here’s how self-insured employers use plan design and clinical care to control
Why self-funding? Claims transparency, vendor flexibility, surplus return, and structural protection against the volatility that fully insured plans actively hide.
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
Wellness programs deliver measurable ROI through reduced claims, lower absenteeism, and stronger productivity. See how self-funded employers track and prove
For most CFOs, healthcare costs now eat directly into profitability. This Roundstone leadership study shows where the spend goes and
Healthcare cost containment finds waste, removes it, and keeps outcomes intact. Self-funded plans give you the claims data to do
Self-funding gives you the control, claims visibility, and flexibility to attack the cost drivers that fully insured plans actively hide
Effective cost containment starts with claims data, clinical care management, pharmacy optimization, and direct primary care partnerships working as one
Real healthcare cost savings come from claims transparency, smart vendor choices, and proactive clinical management. Self-funding makes all three possible.
If renewal season has you bracing for a double-digit increase, it’s time to look at self-funding. Here’s how the model
Renewal season is the moment benefit advisors prove their value. Here’s how to prepare with claims data, scenario modeling, and
Strategic incentives, education, and communication can increase wellness program engagement by 40-60%. Here’s how self-funded employers design programs that actually
Employee healthcare is the largest controllable line item on most P&Ls. Self-funded plans give you the data to manage spend
The best health insurance for employees isn’t always the lowest sticker price. Self-funding aligns cost, coverage, and care for long-term
Culturally competent healthcare improves outcomes and reduces preventable claims. Self-funded employers can choose vendors and programs that actually serve their
Five recommended reads on workplace wellness, from behavioral health to chronic disease management, for HR leaders building healthier, more engaged
Customer experience at Roundstone is anchored in responsive service, proactive claims navigation, and the team that supports employers through every
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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