Independent analysis on self-funded health plans, pharmacy benefits, compliance, and employer strategy — no vendor spin.
Everyone compares networks, stop-loss rates, and pharmacy contracts. But the decision that has the biggest impact on how a self-funded health plan performs over time is often the one that gets the least attention: choosing the right Third-Party Administrator.
GLP-1s have moved from interesting trend to urgent plan decision. For self-funded employers, the question isn't simply whether to cover them — it's whether you have a managed strategy or just an expensive open door.
The financial calculus has shifted. Here's a structured framework to help mid-size employers evaluate whether self-funding makes sense for their workforce — and when it doesn't.
For many self-funded employers, pharmacy costs are now one of the fastest-growing — and least transparent — parts of the health plan. The problem is often not the medications themselves. It is the way the pharmacy benefit is structured.
Group medical captives are gaining traction with mid-size employers looking for the financial advantages of self-funding with more predictable risk. A plain-English guide to how they work and who they're right for.
DPC arrangements are gaining traction with self-funded employers looking to reduce ER visits and specialist referrals. Here's how the model works, what it costs, and who it's right for.
No fluff. No vendor pitches. Just clear analysis for employers.
