Explore our blog resources to help employers and advisors understand the value of captive insurance.
Self-funded insurance lowers cost by giving employers claims transparency, vendor flexibility, and the ability to act directly on data instead of waiting for renewal.
Self-funded healthcare gives small and mid-market employers a way to take back control of cost, coverage, and the long-term health of their workforce.
Self-insurance and employee satisfaction reinforce each other. Lower out-of-pocket costs, better access, and benefits employees actually value drive long-term retention.
Onboarding a self-funded health plan is more straightforward than employers expect. Here’s the timeline, the partners, and what HR needs to prepare.
A self-funded health plan lets employers pay claims directly, gain claims visibility, and capture savings when employees stay healthy. Here’s how it works.
Selecting the right benefits advisor shapes the success of your self-funded plan. Here are ten criteria mid-market employers should use to evaluate candidates.
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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