Explore our blog resources to help employers and advisors understand the value of captive insurance.
Your benefit plan document is the rulebook for every claim. Here are best practices for keeping it accurate, defensible, and aligned with your strategy.
Telemedicine services have gained massive popularity for their convenience and safety. Here’s how to screen a telemedicine provider that fits your self-funded plan.
With premiums escalating, employers must start managing per-employee-per-year (PEPY) cost performance. Here’s why PEPY is the benchmark that matters.
Eligibility audits by the numbers: how often ineligible dependents quietly drive up self-funded plan spend and what employers recover when they audit annually.
Not all group health plans are created equal. Plan design, network choice, and partner alignment separate the plans that control cost from those that don’t.
Plan documents by the numbers: what self-funded employers should look for in summary plan descriptions, stop loss policies, and TPA contracts.
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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