Employee Experience

The best health insurance for employees isn’t always the lowest sticker price. Self-funding aligns cost, coverage, and care for long-term workforce health.

Culturally competent healthcare improves outcomes and reduces preventable claims. Self-funded employers can choose vendors and programs that actually serve their workforce.

Five recommended reads on workplace wellness, from behavioral health to chronic disease management, for HR leaders building healthier, more engaged teams.

Sexual and reproductive health care access and education matter for employee outcomes and employer cost. Here’s how self-funded plans can support both.

The Great Resignation reshaped what employees expect from their benefits. Here’s how employers should adapt plan design, communication, and total rewards.

Employee wellness program trends are shifting toward chronic disease management, behavioral health, and digital tools. Here’s what works inside self-funded plans.

An employee benefits package is more than premium and deductible. Self-funded plans let you design the package around what your workforce actually needs.

Employee benefits education is the highest-leverage way to encourage self-advocacy and lower total plan spend. Here’s what to teach and how to keep it sticky.

The pandemic permanently shifted employee health insurance expectations. Self-funded plans have adapted faster than fully insured ones to telehealth and mental health.