Wincline

Self-Funded Benefits

Fully Insured vs. Self-Funded Health Plans

It’s the difference between paying rent and
investing in a mortgage.

The five most dangerous words in business…

The way we’ve always done it. 

This no longer applies to your employer group health plan. We’re challenging the status quo by helping making employer group health plans understandable to both executives and employees alike. We ensure employee benefits contribute to the social and financial performance of our clients, employees, and community.

Moving from fully insured to self-funded used to be difficult… 
not anymore.

Many employers are understandably confused about the difference between having a fully insured health plan and a self-funded one. In fact, becoming self-funded is the first step toward genuine and continual improvement in the quality and cost of any company’s health plan.

Nothing Worse than Fully Insured

Wincline helps employers:

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Fully Insured vs. 
Self-Funded

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Fully Insured vs. 
Self-Funded

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Help Employees
Lower Costs

We sell advice, not insurance.

Your Plan to Saving Your Company’s Healthcare

Controlling healthcare costs means understanding the core parts of your health insurance plan.

Right care

Right Price

Right Time

Fully Insured vs.
Self-Funded Health Plans

Understanding how to structure your employer group health plan is not difficult. Moving from fully insured to self-funded does not fundamentally disrupt your company’s health plan.

What should you focus on when deciding whether to be fully insured or self-funded? We recommend making your decision based on four main criteria. In terms of importance, other details are relatively minor.

  1. Fixed and variable costs
  2. Max Liability
  3. Insight into claims data 
  4. Future cost projections

With the right access to data, the right stop-loss contract, and the flexibility to leverage variable costs in a non-risky way, self-funded employers can fuel sustainable decreases in their employee benefits. Self-funded plans are not subject to year-over-year rate increases; in sharp contrast, they allow for decreases in both total healthcare spend and monthly employee contributions.

Download Your Plan to Save 40-50% on Your Healthcare Expenses.

  1. Controlling healthcare costs means understanding the core parts of your health insurance plan.

  2. Learn the what, why, and how of transitioning from a fully insured health plan to one that is self-funded.

  3. Embracing this plan and the logic behind it is the first step toward better health benefits at a reasonable cost.

Fully Insured vs.
Self-Funded Health Plans

Understanding how to structure your employer group health plan is not difficult. Moving from fully insured to self-funded does not fundamentally disrupt your company’s health plan.

What should you focus on when deciding whether to be fully insured or self-funded? We recommend making your decision based on four main criteria. In terms of importance, other details are relatively minor.

  1. Fixed and variable costs
  2. Max Liability
  3. Insight into claims data 
  4. Future cost projections

With the right access to data, the right stop-loss contract, and the flexibility to leverage variable costs in a non-risky way, self-funded employers can fuel sustainable decreases in their employee benefits. Self-funded plans are not subject to year-over-year rate increases; in sharp contrast, they allow for decreases in both total healthcare spend and monthly employee contributions.

Download Your Plan to Save 40-50% on Your Healthcare Expenses.

  1. Controlling healthcare costs means understanding the core parts of your health insurance plan.

  2. Learn the what, why, and how of transitioning from a fully insured health plan to one that is self-funded.

  3. Embracing this plan and the logic behind it is the first step toward better health benefits at a reasonable cost.

Fully Insured vs.
Self-Funded Health Plans

Understanding how to structure your employer group health plan is not difficult. Moving from fully insured to self-funded does not fundamentally disrupt your company’s health plan.

What should you focus on when deciding whether to be fully insured or self-funded? We recommend making your decision based on four main criteria. In terms of importance, other details are relatively minor.

  1. Fixed and variable costs
  2. Max Liability
  3. Insight into claims data 
  4. Future cost projections

With the right access to data, the right stop-loss contract, and the flexibility to leverage variable costs in a non-risky way, self-funded employers can fuel sustainable decreases in their employee benefits. Self-funded plans are not subject to year-over-year rate increases; in sharp contrast, they allow for decreases in both total healthcare spend and monthly employee contributions.

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