CAPTIVE EMPLOYEE BENEFITS
The advantages of thinking big, even when you’re small.
Most mid-size employers assume they’re too small — that there’s too much risk — to self-fund employee health benefits.
That doesn’t have to be the case.
In a captive program, you can realize the long-term ROI that self-funding generates while sharing and diversifying your risk. Daniel & Henry’s captive partners, such as Pareto, connect clients with hundreds of similar companies, working together to gain the same economies of scale as large employers.
At the size of these captive cells, health statistics become extremely accurate. And predictable.
You can do this. We’ll help you get started.
What to Know when Getting Started
Let’s be proactive about your health benefits.
A captive program requires a little extra work to set up, but it can be a great long-term solution — and investment — for you and your employees. Here are some insights and answers to common questions when getting started.
You don’t need hundreds or thousands of employees — companies with 50 employees or more can consider self-funding
A Third Party Administrator, or TPA, will help you facilitate the plan
TPAs will provide your employees with access to some of the same health networks they would be able to use if your business was part of a carrier plan
There is a startup investment to pre-fund the captive — expect years 1 and 2 to see higher costs until the return on that investment starts to be realized
Pharmaceutical rebates can be a significant source of ROI, saving as much as 20% of your annual pharmacy spend
You probably have more questions. We can help walk you through the answers. This is an important decision for your business and your people. Let’s take the time we need to feel confident moving forward.
Complementary Services
Managing your risk,
from multiple angles.
A strong benefits plan can help your team stay healthy, happy and productive. For additional strategies to protect your business, explore our approach to:
