There are many different types of self-funded plans and in most cases, something for most every size company. We have strategic and carrier partners that specialize in self-funding, in either bundled or unbundled plan arrangements. Although our smallest self-funded client began with a mere nine employees, they have been running right around twelve employees for years with an average savings of around 16%.
While that is a rather unique case, you don’t need hundreds or even thousands of employees for a self-funded plan to make sense for your company. At around 25 employees, self-funded plans can offer viable and tangible results, not only in terms of premium savings, but also in the health culture of your employees.
Is a Self-Funded Plan the Right Solution for Your Company?
There are many factors in determining whether a self-funded plan is the right solution for your company. The benefits to a self-funded benefit arrangement can be many:
- Plan design
- Claims reporting
- Improved employee health
- Lower over-all costs
With the new health care law, new taxes, and implementation guidelines changing almost daily, managing health care benefits for your company is going to get tougher rather than easier. Determining the right design will depend on your group’s culture, demographics, and current program. Self-funding does not have to be complicated and we help you every step of the way to ensure a smooth transition and implementation.
When it comes to your benefits staff and operations, less is definitely more. Reduce your stress and workload, and let us be the team behind your team.
If you want to know more about your self funded plan options, contact John Riley at (310) 414-9524 or by email at email@example.com.