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.
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
Self-funded health insurance lets employers pay claims directly, capture savings when employees stay healthy, and see exactly where every dollar
Specialty drugs are the fastest-growing line item in employee benefits. A self-funded plan gives you the visibility and levers to
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 lets like-sized employers pool risk, share data, and capture savings together. It’s the structural alternative to fully
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
You don’t always get what you pay for in healthcare. Bob Chrobak shows how higher cost doesn’t always mean better
Roundstone’s Cost Savings Investigators (CSI) team digs into claims data to find waste, billing errors, and overcharges. Real dollars stay
Late-stage cancer diagnoses are among the most expensive claims employers face. Here’s how early detection and plan design lower the
High-cost specialty drugs are reshaping employer pharmacy spend. Here are the ways self-funded employers save without restricting clinical access for
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
Sexual and reproductive health care access and education matter for employee outcomes and employer cost. Here’s how self-funded plans can
The Great Resignation reshaped what employees expect from their benefits. Here’s how employers should adapt plan design, communication, and total
Employee wellness program trends are shifting toward chronic disease management, behavioral health, and digital tools. Here’s what works inside self-funded
An employee benefits package is more than premium and deductible. Self-funded plans let you design the package around what your
Employee benefits education is the highest-leverage way to encourage self-advocacy and lower total plan spend. Here’s what to teach and
The pandemic permanently shifted employee health insurance expectations. Self-funded plans have adapted faster than fully insured ones to telehealth and
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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