Level-funded and self-funded plans pay actual claims, so claims experience matters more. Stop-loss terms also shape the result.
On a fully insured plan the carrier absorbs the swings: a bad year raises your renewal, but you do not write a check for the claims themselves. On a level-funded or self-funded plan the employer pays actual claims up to a limit, so the same bad year shows up in cash flow, not only in the next renewal.
That is why loss ratio is read differently here. A level-funded plan is built from a monthly fixed amount that covers expected claims, the administrative fee, and the stop-loss premium. At the end of the plan year the claims are compared with what was set aside. Depending on the contract, unused funds may be returned, kept as a credit, or not returned at all, so the refund terms deserve as much attention as the rate.
Stop-loss does the work that the carrier’s risk pool does on a fully insured plan. Specific stop-loss limits what the plan pays for any one person, and aggregate stop-loss limits total claims for the year. The attachment points, the contract basis (paid or incurred), and the lasering of individual members all change what the employer is really exposed to.
When we review a level-funded or self-funded renewal we look at claims by month, large-claim activity against the specific attachment point, the aggregate corridor, and how the quoted renewal was built. A rise in rate with flat claims tells a different story from a rise in rate after one large claim, and the right response is different too.
Funding options and stop-loss.
How large claims are treated.
Calculate your group’s loss ratio.
Yes. Your own claims experience drives the renewal.
Insurance that limits an employer’s exposure to large claims on a self-funded plan.
Some level-funded plans return unused funds depending on terms.
Ready? Send us your renewal, or talk it through with someone first. General information, not legal or tax advice.
CMS: Medical Loss Ratio: Federal MLR rule and rebate guidance.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program: cost, plan performance, risk and administration.
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