There is no universal percentage employers should pay toward health insurance. For companies with 50+ employees, the right contribution strategy should balance employee affordability, recruiting, ACA requirements and the company's overall healthcare budget—not simply split the next renewal increase.

For employers with 100–1,000 employees, a health insurance captive can create a more stable, transparent way to finance benefits by pooling risk, improving stop-loss purchasing power, and reducing renewal volatility. This article explains how captives work, how they compare with fully insured, level-funded, and traditional self-funded plans, and why more mid-sized employers are considering them as a long-term strategy for controlling healthcare costs.

GLP-1 medications have created one of the most difficult employee-benefits decisions heading into 2027. Rather than simply covering or excluding them, employers should evaluate utilization, pharmacy economics, eligibility rules and the long-term role these medications should play in their benefits strategy.

Healthcare costs are heading higher again in 2027. Before accepting a large renewal—or simply increasing employee deductibles—employers should determine what is actually driving their plan and evaluate the alternatives.

Healthcare fraud poses a major threat to every health plan. How are you protecting your employees and bottom line against it?

A proper self-funded health plan can save a company millions per year. In this article we look at what self-funding is, the various benefits of a self-funded health plan, pitfalls to avoid. and how to get started.

Expatriate Group Health Plans and How they Benefit Global Employers

What are the Advantages of Group Health Insurance for a Small Business?