The appropriate funding model depends on your: • Claims history • Demographics • Risk tolerance • Cash flow • Renewal volatility • Long-term objectives This is why we begin with a formal risk assessment before recommending any structure.

No. Self-funding can reduce long-term costs when risk is stable and properly managed. But if an employer’s claims volatility is too high, the financial exposure can outweigh the potential savings. Qualification is essential.

Because not every employer has a risk profile that supports alternative funding. Fully insured plans can be appropriate for: • Small or highly volatile groups • Employers with unpredictable claims patterns • Organizations that prioritize strict budget predictability The key is determining fit — not forcing change.

Employers often explore alternative funding when: • Renewal increases exceed 10% • Premium growth outpaces revenue growth • Long-term cost stability becomes a priority • The organization has 25+ employees • Leadership wants strategic control over benefits