Explore our blog resources to help employers and advisors understand the value of captive insurance.
Higher deductibles shift cost to employees and often backfire on engagement and retention. Self-funding offers a smarter path to controlling premium growth.
GLP-1 medications are reshaping employer drug spend. Here’s what self-funded employers should know about coverage, eligibility, and managing the cost impact.
More employers are choosing self-funded insurance to take control of healthcare spend. A group captive makes the model accessible even to small companies.
Captive insurance and self-funded insurance overlap but are not the same. Here’s how a group medical captive complements a self-funded health plan.
Employer health benefits are the second-largest line item after payroll. Self-funding gives you the visibility and levers to manage that spend directly.
Group medical captives pool risk across like-sized employers, returning unused premium and protecting against volatility while controlling long-term healthcare spend.
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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