Explore our blog resources to help employers and advisors understand the value of captive insurance.
Provider network choice shapes employee care, plan costs, and out-of-pocket spend. Here’s how self-funded employers pick the right one.
Pharmacy costs are rising faster than any line item in your health plan. Here’s how to choose a PBM that actually controls them.
Stop-loss insurance protects self-funded employers from catastrophic claims by pooling risk with similarly sized businesses through a group captive plan.
Twenty percent of employees drive eighty percent of healthcare costs. Self-funded plans give you the data to manage chronic conditions and cut spend.
Strategic incentives, education, and communication can increase wellness program engagement by 40-60%. Here’s how self-funded employers design programs that actually work.
Wellness programs deliver measurable ROI through reduced claims, lower absenteeism, and stronger productivity. See how self-funded employers track and prove the impact.
Self-funded health plans pay off when employers commit to a long-term view, riding through short-term claims volatility to capture compounding
Finding the best stop loss captive for your employee health plan comes down to underwriting, claims transparency, surplus return, and
Insights from self-funded employers on what works: claims transparency, vendor flexibility, and clinical care management that actually moves the cost
Keeping premiums affordable starts with claims transparency and ends with structural cost containment. Self-funded plans are built for both.
Self-funded insurance lowers cost by giving employers claims transparency, vendor flexibility, and the ability to act directly on data instead
Self-funded healthcare gives small and mid-market employers a way to take back control of cost, coverage, and the long-term health
A subrogation strategy recovers dollars that another responsible party should pay. Here’s how self-funded employers and captives build a plan
Organ transplants by the numbers: volume, average cost, and what self-funded employers should know about preparing for these high-impact, high-cost
Organ transplants are among the highest-cost claims any employer plan can face. Here’s how self-funded employers prepare with stop loss
Association health plans give small employers a path to group purchasing power. Here’s how they work and when self-funded captives
Choosing a TPA is one of the highest-leverage decisions in a self-funded plan. Here are the tips employers use to
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
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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