Most mid-sized employers think they’re stuck with two choices: accept another double-digit premium increase or shift more costs to employees. That’s what your broker wants you to believe.
And if you’re seeing “low” increases of 5-8% in the fully insured world, you’re making the carriers rich while missing out on significant savings.
The Option You’re Not Being Shown
Partially self-insured health plans aren’t just for Fortune 500 companies. They’re a viable solution for mid-sized employers who are tired of feeding the insurance company profit machine.
Here’s what partially self-insured plans offer:
Real Cost Control: You pay actual medical costs, not inflated premiums that include carrier profits and reserves you’ll never see again.
Claims Transparency: See exactly where your healthcare dollars go. No more black box pricing from insurance companies.
Plan Flexibility: Design benefits that actually meet your workforce needs instead of accepting one-size-fits-all carrier options.
Immediate Savings: Many employers see 15-25% savings in year one, with the potential for even greater long-term benefits.
A competent benefits advisor should be analyzing your claims data, understanding your employee demographics, and presenting multiple funding options. If they’re not doing this work, they’re not earning their fees.
Making the Move
The shift to partially self-insured plans requires expertise in claims analysis, stop-loss procurement, and ongoing plan management. This isn’t something you hand off to your current broker who’s been coasting on carrier relationships.
You need an advisor who understands actuarial analysis, can negotiate competitive stop-loss rates, and will put their fees at risk based on your plan’s performance.
Mid-sized employers: you have more options than you realize.
DM me for more information about how partially self-insured plans could work for your organization. Let’s have a real conversation about your options, not another sales pitch for whatever carrier is offering the biggest bonus this quarter.