Explore our blog resources to help employers and advisors understand the value of captive insurance.
Many employees don’t use their health benefits because they don’t understand them. Here are five practical ways self-funded employers can fix that.
Strategic incentives, education, and communication can increase wellness program engagement by 40-60%. Here’s how self-funded employers design programs that actually work.
Employee healthcare is the largest controllable line item on most P&Ls. Self-funded plans give you the data to manage spend and retain talent.
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.
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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