Self-Insured Plan

Self-Insured Plan: What Small Employers Should Know

Meta description: Learn how a Self-Insured Plan works, the legal rules involved, and what small businesses should consider before choosing this health benefits strategy.

Introduction to a Self-Insured Plan

If you’ve been shopping for company health coverage, chances are someone has mentioned a Self-Insured Plan. It can sound technical—maybe even a little intimidating. But at its core, it’s simply a different way to fund employee health benefits.

Instead of paying fixed premiums to an insurance carrier each month, the employer takes on the financial responsibility for employees’ medical claims. In other words, the business pays for healthcare expenses as they occur.

For large corporations, this model is common. For small businesses, it’s more nuanced. As a small business owner or HR manager, you need to understand not just how it works—but the legal, financial, and compliance implications that come with it. And if you’re an employee, it’s helpful to know what this structure means for your coverage and claims.

Let’s break it down in plain English.

What Is a Self-Insured Plan?

A Self-Insured Plan (sometimes called a self-funded plan) is a health benefit arrangement where the employer:

• Collects contributions (if any) from employees
• Sets aside funds to pay medical claims
• Pays claims directly, instead of paying premiums to an insurance carrier

In a traditional fully insured plan, you pay a monthly premium to an insurance company. That carrier assumes the risk. If claims are higher than expected, that’s their problem—not yours.

With self-insurance, the employer assumes the risk.

Who Regulates These Plans?

Here’s where it gets interesting.

Most self-funded plans are regulated under federal law through ERISA (Employee Retirement Income Security Act), enforced by the U.S. Department of Labor (dol.gov). Unlike fully insured plans, they are generally not subject to state insurance regulations.

However, they must still comply with:

• The Affordable Care Act (ACA), enforced by the IRS and HHS (healthcare.gov)
• HIPAA privacy and security rules (hhs.gov)
• COBRA continuation requirements (dol.gov)
• Mental Health Parity rules

Compliance doesn’t go away—it just shifts.

How a Self-Insured Plan Actually Works Day-to-Day

You might be wondering, “If we’re paying claims directly, who processes everything?”

Most employers hire a Third-Party Administrator (TPA). The TPA:

• Processes claims
• Verifies eligibility
• Negotiates provider networks
• Issues explanation of benefits (EOBs)
• Provides reporting

In many cases, employers also purchase stop-loss insurance.

What Is Stop-Loss Insurance?

Stop-loss coverage protects the employer from catastrophic claims. There are two types:

• Specific stop-loss: Caps the employer’s liability per individual employee.
• Aggregate stop-loss: Caps total plan spending for the year.

Without stop-loss protection, one serious medical event could financially devastate a small employer. And that’s not an exaggeration.

Why Some Employers Consider Self-Funding

Let’s be fair—there are potential advantages.

Potential Cost Control

With a fully insured plan, premiums are fixed—and they often increase year after year. With self-funding:

• Employers avoid certain state premium taxes.
• They may save money if claims are lower than expected.
• They gain visibility into actual healthcare spending.

For companies with younger, healthier workforces, this can sometimes result in savings.

Plan Design Flexibility

Employers may have more flexibility in structuring:

• Deductibles
• Copays
• Covered services
• Network options

That said, ACA requirements still apply.

Claims Data Transparency

With traditional insurance, detailed claims data can be limited. Self-funded employers often receive more robust reporting, which can help with long-term strategy.

But here’s the catch—greater flexibility comes with greater responsibility.

Risks and Challenges for Small Businesses

Now we’re getting to the part most small employers need to weigh carefully.

Financial Volatility

Healthcare costs are unpredictable. A premature birth, cancer diagnosis, or serious accident can generate hundreds of thousands of dollars in claims.

Even with stop-loss insurance, cash flow timing matters. Claims must be paid promptly. Small businesses don’t always have the reserves to handle that variability.

Administrative Complexity

Self-funding requires:

• Plan document creation
• Summary Plan Description (SPD)
• Form 5500 filing (for most plans with 100+ participants)
• Ongoing compliance oversight

Mistakes can lead to penalties. The Department of Labor audits ERISA plans, and the IRS enforces ACA employer mandate rules.

This isn’t something you casually set up on a Friday afternoon.

Employee Perception

Employees often don’t realize their plan is self-funded. But when they do, concerns may arise:

• “Is my employer seeing my medical information?”
• “What happens if claims are high?”
• “Will benefits change mid-year?”

Employers must communicate clearly and ensure HIPAA privacy protections are strictly followed.

Is a Self-Insured Plan Right for Small Employers?

Here’s the honest answer: it depends.

Generally, self-funding is more common among:

• Employers with 100+ employees
• Businesses with stable cash reserves
• Companies willing to actively manage healthcare strategy

For very small employers—say under 50 employees—the financial risk can outweigh the potential savings.

That’s why many startups and small businesses look for alternatives that offer cost control without assuming unlimited claims risk.

Alternatives That Offer Control Without Full Risk

This is where newer models come into play.

Instead of choosing between traditional group insurance and full self-funding, some employers use reimbursement-based models like ICHRA (Individual Coverage Health Reimbursement Arrangement).

Under IRS rules finalized in 2019 (irs.gov), ICHRA allows employers to:

• Set a fixed monthly allowance
• Reimburse employees tax-free
• Let employees choose their own individual health plans

Here’s the key difference:

With an ICHRA, the employer’s cost is capped at the allowance amount. There’s no claims volatility. No surprise million-dollar exposure.

It provides budget predictability while giving employees plan choice.

From my experience working with small businesses, predictability matters. Owners want to know what they’re spending each month—period.

Employee Perspective: What Should You Know?

If you’re an employee in a self-funded arrangement, a few things are important:

• Your benefits are still legally protected under federal law.
• HIPAA rules prevent your employer from accessing your personal health information.
• Your coverage should still include ACA-required essential health benefits, if applicable.

If you ever have questions, you can contact the U.S. Department of Labor’s Employee Benefits Security Administration for guidance.

Transparency and communication from your employer make a big difference.

Compliance Checklist for HR Managers

If your company is considering this route, here’s a quick compliance snapshot:

• Draft a compliant ERISA plan document
• Provide Summary Plan Descriptions
• Ensure HIPAA privacy safeguards
• File Form 5500 if required
• Monitor ACA employer mandate requirements
• Maintain stop-loss coverage review annually

Cutting corners here isn’t worth it.

Final Thoughts: Choosing the Right Path Forward

A Self-Insured Plan can offer flexibility and potential savings, but it also brings financial risk, regulatory oversight, and administrative responsibility that many small businesses aren’t prepared to shoulder alone. For employers who want predictable costs, compliance support, and a modern employee experience, SimplyHRA provides a practical alternative. We help small businesses design compliant ICHRA plans, automate reimbursements, manage documentation, and support employees 24/7—without exposing the company to unlimited claims risk. If you’re weighing your options, let’s talk. Email us at info@simplyhra.com or schedule a consultation at https://www.simplyhra.com/contact.

Self-Insured Plan Cash Flow Planning for Small Businesses

One area that doesn’t get enough attention in Self-Insured Plan discussions is cash flow timing. Premiums in a fully insured plan are predictable—you pay the carrier each month and you’re done. With self-funding, claims don’t follow a neat calendar.

Claims Lag and Reserve Requirements

Medical claims are often paid weeks—or even months—after services are rendered. That creates what’s known as “claims lag.” Smart employers establish:

• Incurred but not reported (IBNR) reserves
• A dedicated health benefits claims account
• Actuarial projections updated at least annually

Without adequate reserves, a spike in claims can quickly strain payroll and operating expenses. For small businesses with tight margins, that’s not just inconvenient—it can be destabilizing.

Many advisors recommend maintaining several months of expected claims in reserve. That’s a meaningful capital commitment.

Tax Treatment of a Self-Insured Plan

Taxes are another area where business owners perk up—sometimes for good reason.

Employer Contributions

Employer-paid claims under a Self-Insured Plan are generally tax-deductible as ordinary business expenses under IRS rules. Employee contributions, if structured properly through a Section 125 cafeteria plan, can be made pre-tax.

That’s consistent with fully insured coverage.

Premium Taxes and State Mandates

Here’s one difference: self-funded plans typically avoid state premium taxes, which apply to fully insured products. Depending on your state, that tax can range from 1% to 3% or more of premiums.

However—and this is important—avoiding state premium taxes also means you don’t benefit from certain state insurance consumer protections. Since ERISA preempts most state regulation, disputes are handled under federal standards.

For some employers, that trade-off is worth it. For others, it’s not.

Stop-Loss Market Volatility

Earlier, we touched on stop-loss insurance. Let’s go a bit deeper because small employers often underestimate this variable.

Renewal Surprises

Stop-loss carriers underwrite based on your claims history. If you have a high-cost claimant:

• Specific deductibles may increase
• Aggregate attachment points may shift
• Premiums can rise significantly at renewal

Unlike ACA community-rated small group plans, stop-loss pricing is experience-based. One bad year can change your long-term cost structure.

For growing companies, this unpredictability can complicate budgeting.

Impact on Recruiting and Retention

Health benefits aren’t just a line item—they’re a talent strategy.

Perceived Stability

Candidates often ask:

• “Is this a fully insured plan?”
• “Is coverage stable year to year?”
• “Will my premiums change if claims increase?”

Even if the answers are reassuring, perception matters. Smaller businesses using a Self-Insured Plan must communicate stability clearly during hiring and open enrollment.

Multi-State Workforces

If you have remote employees across multiple states, self-funding can create network considerations. TPAs contract with provider networks, but:

• Access varies geographically
• Balance billing risks differ by state
• Surprise billing protections may interact differently with federal rules

With today’s distributed workforce, these operational details matter more than ever.

Self-Insured Plan Reporting and Fiduciary Duties

This is where many owners say, “Wait—I’m a fiduciary?”

Yes. Under ERISA, those managing a Self-Insured Plan have fiduciary responsibilities. That means they must:

• Act solely in participants’ best interests
• Prudently manage plan assets
• Follow plan documents
• Avoid conflicts of interest

Failure to meet fiduciary standards can lead to personal liability in certain circumstances. The Department of Labor takes fiduciary duties seriously.

Even if you delegate administration to a TPA, fiduciary responsibility doesn’t fully disappear. Oversight is still required.

When a Self-Insured Plan Makes Strategic Sense

Despite the risks, there are scenarios where self-funding can align well with business goals.

For example:

• A company with consistent cash reserves and low turnover
• An employer investing heavily in wellness and preventive care
• A business with 150+ employees seeking long-term claims data analytics

In those situations, the employer may benefit from claims transparency and customized plan design.

But—and this is worth repeating—self-funding is not a shortcut to “cheap insurance.” It’s a strategic funding mechanism that shifts risk from carrier to employer.

A Reality Check for Startups and SMBs

Startups often ask me if self-insuring is the “smart” move. My answer usually starts with another question:

How much risk are you truly comfortable carrying?

If a single high-cost claim could disrupt operations, delay growth, or impact payroll, self-funding may not align with your risk tolerance.

Many founders prefer:

• Predictable monthly costs
• Limited administrative burden
• Compliance handled by a platform
• Employee choice without claims exposure

That’s where reimbursement models like ICHRA step in as a middle ground—cost control without catastrophic risk.

Regulatory Trends to Watch

Healthcare regulation doesn’t stand still. Employers considering a Self-Insured Plan should monitor:

• Updates to ACA affordability thresholds (published annually by the IRS)
• Changes to preventive service mandates
• Mental health parity enforcement guidance from the Department of Labor
• Transparency in coverage reporting requirements

Noncompliance penalties can add up quickly. Staying current requires either internal expertise or reliable external partners.

The Emotional Side of Risk

This might sound less technical—but it matters.

Owning a small business already comes with enough uncertainty: revenue cycles, hiring challenges, market swings. Adding open-ended medical claims risk on top of that isn’t purely a financial decision—it’s a psychological one.

Some owners sleep fine knowing they’ve capped costs through fixed contributions. Others are comfortable managing volatility in exchange for flexibility.

There’s no universally correct answer. There’s only what aligns with your company’s size, culture, and appetite for risk.

A Smarter Way Forward for Small Employers

A Self-Insured Plan can offer autonomy and potential long-term savings, but it also demands capital reserves, fiduciary oversight, stop-loss strategy, and regulatory discipline. For many small businesses and growing startups, assuming open-ended claims risk simply doesn’t align with operational realities. That’s why SimplyHRA helps employers provide meaningful, tax-advantaged health benefits through compliant ICHRA plans—giving employees the freedom to choose coverage while allowing employers to set a clear, predictable budget. If you’re evaluating whether a Self-Insured Plan is right for your company—or exploring alternatives that reduce risk without sacrificing flexibility—reach out to us at info@simplyhra.com or schedule a consultation at https://www.simplyhra.com/contact. Let’s build a benefits strategy that fits your business, not the other way around.

Frequently Asked Questions (FAQs) about Self-Insured Plan:

Q: Are Self-Insured Plans required to cover pre-existing conditions?

A: Yes. Under the Affordable Care Act (ACA), group health plans—including most Self-Insured Plans—cannot impose pre-existing condition exclusions. This applies regardless of whether the plan is fully insured or self-funded. The ACA’s market reform provisions apply to employer-sponsored group health plans, and federal agencies such as the IRS, Department of Labor, and HHS oversee compliance.

Q: Do Self-Insured Plans have to cover Essential Health Benefits (EHBs)?

A: Not in the same way that fully insured small group plans do. Self-Insured Plans are not required to cover all ten Essential Health Benefit categories exactly as defined for ACA individual and small group markets. However, they cannot impose annual or lifetime dollar limits on benefits that qualify as EHBs. In practice, most self-funded employers design plans that mirror comprehensive coverage to remain competitive and compliant.

Q: Can a small employer with fewer than 50 employees legally offer a Self-Insured Plan?

A: Yes, there’s no federal minimum size requirement to self-fund. However, smaller employers face greater financial volatility because claims are spread across fewer participants. Stop-loss carriers may also impose stricter underwriting requirements for very small groups. Legal permissibility doesn’t always mean financial suitability.

Q: How are appeals handled in a Self-Insured Plan?

A: Self-Insured Plans must follow federal claims and appeals procedures under ERISA. Employees have the right to internal appeals and, in many cases, external review. The process and timelines must be clearly outlined in the plan’s Summary Plan Description (SPD). Failure to follow proper procedures can result in regulatory penalties and adverse legal outcomes.

Q: Does a Self-Insured Plan have to comply with COBRA?

A: In most cases, yes. Federal COBRA rules generally apply to private-sector employers with 20 or more employees offering group health coverage, including self-funded arrangements. COBRA allows eligible employees and dependents to continue coverage temporarily after certain qualifying events. The Department of Labor enforces these requirements.

Q: Are pharmacy benefits handled differently in a Self-Insured Plan?

A: Often, yes. Many self-funded employers contract separately with a Pharmacy Benefit Manager (PBM). This allows more visibility into drug pricing, rebate arrangements, and formulary design. However, managing pharmacy contracts requires oversight, and rebate structures can be complex. Transparency varies widely depending on vendor agreements.

Q: What happens if an employer wants to terminate a Self-Insured Plan mid-year?

A: Terminating a self-funded plan mid-year requires careful coordination. The employer must ensure all incurred claims are paid, comply with ERISA disclosure rules, and address COBRA continuation obligations. Additionally, employees will need a special enrollment opportunity to transition into other coverage. Abrupt changes without proper notice can trigger compliance issues.

Q: Can employees contribute toward a Self-Insured Plan?

A: Yes. Employees can share in the cost of coverage through payroll deductions, typically structured under a Section 125 cafeteria plan so contributions are made pre-tax. Contribution structures must be applied consistently and outlined in official plan documents to avoid discrimination concerns under IRS nondiscrimination rules.

Q: Are Self-Insured Plans subject to nondiscrimination testing?

A: Yes, but differently than fully insured plans. Self-funded medical plans are subject to IRS Section 105(h) nondiscrimination rules, which prohibit favoring highly compensated individuals in eligibility or benefits. If a plan fails testing, highly compensated employees may lose the tax advantage of their benefits. Careful plan design and annual review are critical.

Q: How does a Self-Insured Plan affect ACA employer mandate reporting?

A: Applicable Large Employers (ALEs) offering a Self-Insured Plan must complete additional reporting on Forms 1094-C and 1095-C. Unlike fully insured plans—where carriers report certain coverage details—the employer is responsible for reporting information about covered individuals to the IRS. This adds administrative responsibility and requires accurate tracking systems.

Q: Is there a minimum claims history required before switching to a Self-Insured Plan?

A: While not legally required, stop-loss carriers typically request prior claims data—often 12 to 24 months—before offering coverage. Without credible claims history, underwriting may be conservative, resulting in higher stop-loss premiums or stricter terms. Employers transitioning from fully insured coverage may face information gaps that complicate underwriting.

Q: Can a Self-Insured Plan offer wellness incentives?

A: Yes, but incentives must comply with federal wellness program rules, including HIPAA nondiscrimination standards and, where applicable, EEOC guidance. Incentives tied to health outcomes must meet specific criteria and offer reasonable alternatives. Poorly structured wellness programs can inadvertently violate federal law.

Q: What role does actuarial analysis play in a Self-Insured Plan?

A: Actuarial projections are essential. Actuaries estimate expected claims costs, administrative expenses, and stop-loss attachment points. These forecasts guide contribution levels and reserve planning. Without actuarial input, employers risk underfunding the plan or misjudging financial exposure.

Q: Can a Self-Insured Plan carve out certain benefits, like dental or vision?

A: Yes. Many employers self-fund medical coverage while keeping dental and vision fully insured. Carving out specific benefits allows flexibility but requires coordination among vendors to ensure seamless employee experience and consistent eligibility tracking.

Q: Are there transparency requirements specific to Self-Insured Plans?

A: Yes. Under federal Transparency in Coverage regulations, most self-funded group health plans must post machine-readable files detailing negotiated rates and allowed amounts. These rules aim to increase pricing visibility in healthcare markets. Compliance typically requires coordination with TPAs and network providers.

If you’re weighing the operational, financial, and regulatory realities of a Self-Insured Plan, it’s worth stepping back and asking whether assuming open-ended claims risk aligns with your company’s long-term goals. At SimplyHRA, we help small businesses design predictable, compliant health benefit strategies—often without the volatility of self-funding. Reach out to info@simplyhra.com or schedule a consultation at https://www.simplyhra.com/contact to talk through your options.

Q: Can a Self-Insured Plan impose waiting periods for new employees?

A: Yes, but with limits. Under the Affordable Care Act, group health plans—including Self-Insured Plans—cannot impose a waiting period longer than 90 calendar days. Employers can structure eligibility rules (for example, first of the month following 30 days), but they must ensure the total waiting period does not exceed federal limits.

Q: Are Self-Insured Plans required to cover dependents up to age 26?

A: Yes. Like fully insured group plans, Self-Insured Plans must allow dependent children to remain on a parent’s plan until age 26, regardless of student status, marital status, or financial independence. This requirement stems from the ACA and applies uniformly to employer-sponsored group health plans.

Q: Do Self-Insured Plans have to provide Summary of Benefits and Coverage (SBC) documents?

A: Absolutely. Federal law requires group health plans to distribute a standardized Summary of Benefits and Coverage (SBC) to participants during enrollment and upon request. The SBC must follow a specific format outlined by federal agencies and include coverage examples to help employees compare plan options.

Q: What is a minimum participation requirement in a Self-Insured Plan?

A: Unlike fully insured small group policies—which often have carrier-imposed participation thresholds—Self-Insured Plans do not have statutory minimum participation rules. However, stop-loss carriers may impose participation expectations during underwriting to manage risk.

Q: How are high-cost specialty drugs managed in a Self-Insured Plan?

A: Specialty medications are typically managed through the Pharmacy Benefit Manager (PBM) and may involve prior authorization, step therapy, or specialty pharmacy distribution. Because specialty drugs can significantly impact claims costs, employers often closely monitor utilization and may adjust formulary design annually.

Q: Can an employer change benefit levels mid-year in a Self-Insured Plan?

A: Generally, mid-year changes to benefits are discouraged unless there is a qualifying event or legal necessity. ERISA requires that plan documents be followed as written. Material modifications must be communicated to participants through a Summary of Material Modifications (SMM). Sudden mid-year benefit reductions could raise compliance and employee relations concerns.

Q: Does a Self-Insured Plan cover employees working internationally?

A: Not automatically. Standard self-funded medical plans are typically designed for U.S.-based employees and depend on domestic provider networks. Employers with international workers often need separate global health coverage or expatriate plans to ensure adequate access and compliance with local laws.

Q: Are telehealth services treated differently under a Self-Insured Plan?

A: Telehealth coverage depends on plan design. Many self-funded employers include telehealth benefits either through their TPA’s network or a standalone vendor. During and after the COVID-19 public health emergency, regulatory guidance expanded telehealth flexibility, but employers should confirm current compliance requirements when structuring cost-sharing.

Q: What happens if a Self-Insured Plan fails nondiscrimination testing?

A: If a plan violates Section 105(h) nondiscrimination rules, highly compensated individuals may have to include the value of certain benefits in their taxable income. The plan itself does not lose its tax-favored status for rank-and-file employees, but the tax consequences for leadership can be significant.

Q: Are there cybersecurity risks unique to Self-Insured Plans?

A: Yes. Because self-funded employers often receive detailed claims and eligibility data from TPAs, they must ensure strong data security controls. The Department of Labor has issued cybersecurity guidance for ERISA plan fiduciaries, emphasizing the importance of vendor oversight, encryption standards, and regular risk assessments.

Q: Can a Self-Insured Plan coordinate benefits with Medicare?

A: Yes. If an employee or dependent is Medicare-eligible, the plan must coordinate benefits according to federal Medicare Secondary Payer (MSP) rules. For employers with 20 or more employees, the group plan typically pays primary for active employees age 65 or older. Employers must handle coordination carefully to avoid compliance violations.

Q: Are union employees treated differently in a Self-Insured Plan?

A: Possibly. If employees are covered by a collective bargaining agreement, benefit design and funding arrangements may be governed by that agreement. Employers must ensure that any Self-Insured Plan aligns with negotiated contract terms and applicable labor law requirements.

Q: How does a merger or acquisition affect a Self-Insured Plan?

A: Corporate transactions can significantly impact eligibility, stop-loss underwriting, and reporting obligations. Employers may need to amend plan documents, adjust coverage classes, or renegotiate stop-loss terms. Early coordination with legal counsel and administrators is essential during any ownership change.

Q: Can a Self-Insured Plan exclude certain categories of employees?

A: Employers may define eligible classes—such as full-time versus part-time employees—but eligibility rules must be clearly documented and applied consistently. For Applicable Large Employers under the ACA, coverage must still be offered to full-time employees to avoid potential employer mandate penalties.

Q: Is there a cap on out-of-pocket maximums in a Self-Insured Plan?

A: Yes. Non-grandfathered group health plans, including Self-Insured Plans, must comply with annual federal limits on in-network out-of-pocket maximums. These limits are updated annually by the Department of Health and Human Services and apply regardless of funding structure.

Q: Can a Self-Insured Plan use narrow provider networks?

A: Yes. Employers can choose network arrangements offered through their TPA, including preferred provider organizations (PPOs) or more limited networks. However, narrower networks may impact employee satisfaction and access to care, particularly in rural areas.

Q: Do Self-Insured Plans have to comply with state continuation coverage laws?

A: Generally no. ERISA preemption means that most state insurance mandates—including state continuation rules—do not apply to self-funded plans. Instead, federal COBRA rules govern continuation coverage, where applicable.

If you’re navigating the fine print of a Self-Insured Plan and wondering whether the complexity, fiduciary exposure, and financial variability are worth it, you’re not alone. Many small and growing businesses ultimately decide they want predictable costs without sacrificing compliance or employee choice. At SimplyHRA, we help employers design structured, tax-advantaged health benefit strategies that align with federal regulations and reduce administrative strain. To explore your options, email info@simplyhra.com or schedule a consultation at https://www.simplyhra.com/contact.

A Practical Path Forward for Employers Facing Self-Insured Plan Decisions

Choosing whether to implement or remain in a Self-Insured Plan is ultimately about risk, responsibility, and long-term sustainability. While self-funding can offer flexibility and data transparency, it also brings financial volatility, fiduciary oversight, compliance complexity, and administrative lift that many small businesses underestimate. When claims spike, stop-loss renewals increase, or reporting obligations pile up, what once looked strategic can quickly feel overwhelming.

At SimplyHRA, we’ve worked with founders, HR managers, and growing teams who were stretched thin managing health benefits that felt far more complicated than they needed to be. We’ve been in those conversations where budgets are tight, renewal rates are unpredictable, and employees want better choices. That’s why we focus on giving small businesses cost control, compliance confidence, and employee flexibility—without exposing the company to unlimited claims risk. Our platform simplifies setup, automates reimbursements, integrates with payroll, and provides real-time support so employers and employees aren’t left guessing.

If you’re rethinking your Self-Insured Plan strategy—or exploring a smarter alternative—let’s talk. Reach out to us at info@simplyhra.com or schedule a consultation at https://www.simplyhra.com/contact. We’ll help you design a health benefits approach that protects your business and supports your people.