Explore our blog resources to help employers and advisors understand the value of captive insurance.
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.
Family benefits are a top driver of employee satisfaction and retention. Self-funded plans give employers room to design coverage around what families actually need.
Level funded and self-insured plans look similar but only self-funding returns surplus. Why not eat pie and keep the leftovers? Self-funding lets you do both.
Top employer health insurance options now go well beyond fully insured. Self-funded plans, captives, and association plans give mid-market employers real choices.
Every fully insured renewal feels like opening a box of pain. Self-funded insurance plans replace surprise increases with claims data and real cost containment.
Saving money on healthcare starts with claims transparency and ends with structural cost containment. Self-funded plans give employers both.
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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