Building Better Benefits Together.
It all begins with a conversation. Maybe your company is growing. Maybe you want to improve employee retention. Or maybe it’s simply time to review your current benefits package. Wherever you are in the process, having the right partner by your side can make all the difference. At Collective One Benefits, we take the time to listen, collaborate, and design a plan together—so your benefits work for your team, not the other way around.
📊 Key Statistics
Employers offering health & well-being programs often get an average 47% return on investment.
Companies with wellness programs report 25% lower turnover rates compared to those without.
82% of employees are more likely to stay with a company that offers wellness programs.
Organizations see about 28% lower healthcare costs when wellness programs are in place.
Companies see a 24–26% reduction in sick days and absences among employees when wellness / health benefits are well-managed.
67% of employees report greater job satisfaction when workplace wellness programs are offered.
UPGRADE YOUR BENEFITS, BOOST EMPLOYEE RETENTION.
Fully Insured
In a fully insured plan, the employer pays a fixed premium to a health insurance carrier.
Risk: The insurance carrier assumes almost all of the financial risk for employees' medical claims, protecting the employer from higher-than-expected costs.
Cost: The employer's monthly costs are stable and predictable.
Best for: This is a common choice for smaller businesses that need predictable monthly expenses and want to minimize risk.
Level-Funded
A level-funded plan is a hybrid model that combines elements of fully insured and self-funded plans.
Process: The employer makes a steady, predictable payment each month, similar to a premium. This payment covers administrative costs, claims, and premiums for "stop-loss coverage," which protects the employer from catastrophic claims.
Risk: The employer has more financial risk than a fully insured plan, but the stop-loss insurance mitigates the risk of extremely high claims.
Cost: If claims are lower than expected, the employer may receive a refund at the end of the policy period, lowering overall costs.
Best for: Companies seeking more cost control than a fully insured plan, but with less financial risk than a fully self-funded option.
Self-Funded
In a self-funded plan, the employer pays for employees' medical claims directly, as they are incurred.
Risk: The employer takes on all of the financial risk for health claims. Most self-funded employers purchase stop-loss insurance to protect against catastrophic, high-dollar claims.
Cost: While the potential for cost savings is higher, the employer is also exposed to more financial volatility. The cost will fluctuate based on the actual medical claims of the employees.
Best for: This model is generally more common among large companies with enough employees to accurately predict their medical costs.
