Different employers. Different funding paths. A clearer decision.
Start with what your plan costs and why. These anonymous Ready-2-Insure client cases show how three Ohio employers found room to improve. Each took a different path: fully insured coverage, level funding, or a captive that shares risk among self-funded employers.
The right choice depends on your workforce, budget, available terms, and ability to manage risk. Look beyond the quote. Check what employees pay, what the plan covers, which providers they can use, and who will manage the work.
Three Ohio employers. Three ways to improve the benefits budget.
Fully insured optimization in Central Ohio
$97,200 in reported annual savings · 32-employee professional services firm
A firm facing years of rising costs kept fully insured coverage. It sought quotes from regional carriers, offered a choice of plans, and added direct primary care through a fixed-fee membership. The reported employee share of family premiums fell from 28% to 19%.
Read the fully insured case study
A level-funded transition in Northeast Ohio
$218,000 in reported first-year savings versus projected renewal · 156-employee manufacturer
The employer made a set monthly payment toward claims, stop-loss insurance, and outside plan support. Stop-loss helps protect against eligible claims above set limits. A pharmacy review and reports on group claims gave the team more insight. R2I also reports a $67,000 return of unused funds, shown apart from the savings figure.
Read the level-funded case study
A self-funded captive arrangement in Southwest Ohio
$487,000 in reported annual savings · 412-employee healthcare organization
An employer that already paid its own claims joined a captive with other healthcare groups. They shared a layer of risk, while the employer kept control of its plan design. Savings came from stop-loss, pharmacy, and plan support costs. A separate $89,000 dividend was reported in year two.
Check what each result is compared with. These cases use different costs and time periods. Do not add the savings together. A refund or dividend in one year does not promise a return in the next.
Which funding approach deserves a closer look?
| Question | Fully insured | Level funded | Self-funded with a captive |
|---|---|---|---|
| How are medical claims paid? | The insurer pays covered claims under the policy. | The employer funds claims. The payment usually also covers plan support and stop-loss. | The employer funds its plan. A captive can share a set layer of risk with other employers. |
| What makes up the payment? | Premiums for the chosen coverage, plus any separate services. | A set payment for expected claims and fixed costs. | Claims, plan support, stop-loss, and any captive fees or funds that must be paid or pledged. |
| Where can cost improvements come from? | Carrier competition, plan design, and added services. Changing who pays shifts cost; it does not by itself lower total cost. | Funding terms, pharmacy contracts, claims review, and the rules for unused funds. | Shared risk, group buying, plan support, and claims review. |
| What still needs review? | Renewal prices, networks, employee costs, and service fees. | The highest costs the employer may owe, covered claims, payment timing, refunds, exit terms, and claims due after the plan ends. | Required funding, possible extra charges, pledged funds, who makes decisions, exit terms, and risk the employer keeps. |
| Is a return of funds assured? | Do not assume one. Policy and rebate rules vary. | No. Any return depends on the contract and claims results. | No. Dividends or other returns depend on the captive’s terms and results. |
Use this table to start the review. A captive can share risk alongside a self-funded health plan. It does not replace every part of the plan or remove all employer risk.
Why work with an independent Ohio employee benefits broker?
Ready-2-Insure is independently owned, based in Westerville, and serves employers across Ohio. We start with the decision your team needs to make. Then we compare the options that fit your needs.
- A local point of contact: Talk with an Ohio team about your renewal, workforce, and goals.
- A complete comparison: Review costs, benefits, provider access, what employees pay, and employer risk.
- Clear assumptions: See how savings were measured and what the proposal requires.
- Practical follow-through: Agree on who handles employee messages, enrollment, and ongoing support.
Meet the R2I team and explore employee benefits consulting.
Another client result: logistics renewal
A 75-employee logistics firm had 50 employees enrolled in its plan. Its selected plan cost about $240,000 a year, as reported by R2I. That was about $102,000 below the proposed renewal and $71,000 below the prior plan’s rates, calculated over a full year. The new plan also lowered the PPO deductible and the out-of-pocket limit for the option that works with a health savings account (HSA).
Explore the logistics renewal case
Questions Ohio employers ask about benefits reviews
Can a small business reduce benefits costs without self-funding?
Yes, it may be possible. New carrier quotes, plan design, and added services can change a fully insured plan’s cost. Changing how much employees pay shifts cost between them and the employer. It does not by itself lower the total. The Central Ohio case shows one result; each employer’s options will differ.
Are level-funded plans only for a certain employee count?
There is no single headcount that makes the decision. The carrier’s review, workforce needs, cash flow, contract terms, and risk the employer can take all matter. Share your headcount and renewal date so R2I can assess fit.
Should we compare a captive, a PEO, and traditional group coverage together?
Only when each could meet your needs. A professional employer organization, or PEO, groups services such as payroll and HR support and may offer access to benefits. A captive helps share risk. Compare what each option does and costs. The labels describe different services.
What do you need to start a review?
Start with your renewal date, rough headcount, current plan summaries, and what your team wants to improve. Use an agreed secure process for sensitive records. Do not put them in the public inquiry form.
Put your own renewal in context
For a January 1 renewal, start with the information you have now. You do not need to have every answer before opening the conversation.
R2I supplied and confirmed the facts and results in these anonymous client cases. Savings are not promised. Each employer’s options and results depend on carrier review, enrollment, timing, and contract terms.