Understanding GROUP HEALTH CAPTIVES: Essential Information You MUST Know

Troy Vermillion
May 13
20 min read

Navigating the world of group health captives can feel overwhelming, especially if you’re new to the concept. These unique insurance arrangements allow businesses to band together, pooling their resources to manage healthcare costs more effectively. In this article, we'll break down what you need to know about group health captives, their benefits, challenges, and how they can help your organization save money while providing tailored health coverage to employees. Whether you’re a business owner, HR professional, or just curious about alternative health insurance options, this guide will give you a solid foundation on group health captives.

Key Takeaways

Group health captives allow businesses to pool resources for better insurance coverage.
These captives can lead to significant cost savings and more customized health plans.
Employers gain greater transparency into healthcare spending with captives.
While there are benefits, initial setup costs and regulatory compliance can be challenging.
Understanding the financial dynamics of captives is crucial for effective decision-making.

The Basics of Group Health Captives

Alright, let's talk about group health captives. If you're like me, you're probably thinking, "What in the world is that?" Don't worry, I got you. It's not as complicated as it sounds, and it could seriously change how you think about health insurance. Think of it as taking control of your healthcare costs, instead of just throwing money into a system and hoping for the best. Ready to jump in?

What Is a Group Health Captive?

Okay, so imagine a bunch of companies getting together and saying, "Hey, let's create our own insurance company!" That's basically what a group health captive is. It's a self-insurance approach where several businesses pool their resources to cover their employees' healthcare costs. Instead of paying premiums to a big insurance company, they contribute to their own, smaller, more controlled insurance entity. It's like a neighborhood watch, but for healthcare expenses. This allows for more control and potential cost savings.

How Do Captives Work?

So, how does this whole captive thing actually work? Good question! Here's the lowdown:

Formation: A group of companies, usually with similar risk profiles, decides to form a captive insurance company. Think of it like forming a club – but instead of book discussions, you're discussing healthcare costs.
Funding: Each member company contributes funds to the captive. This money is then used to pay for the healthcare claims of the employees of all the member companies. It's like a shared bank account for healthcare.
Stop-Loss Insurance: To protect against unexpectedly high claims, the captive purchases stop-loss insurance. This acts as a safety net, kicking in if claims exceed a certain amount. It's like having a backup plan for your backup plan.
Claims Management: The captive manages the claims, often using a third-party administrator (TPA). This ensures that claims are paid correctly and efficiently. It's like having a dedicated accountant for your healthcare expenses.
Surplus/Deficit: If the captive has a good year with low claims, the surplus funds can be returned to the member companies or used to lower premiums in the future. If there's a deficit, the stop-loss insurance covers the excess costs. It's like getting a refund on your insurance premiums – who wouldn't want that?

Captives operate under regulatory oversight, ensuring they meet certain financial and operational standards. This provides a layer of security and accountability for the member companies.

Who Can Benefit from Captives?

So, who's this whole captive thing for? Well, it's not for everyone, but it can be a great option for companies that:

Are tired of rising premiums: If you're sick of seeing your health insurance costs go up every year, a captive could be a way to gain more control.
Have a relatively healthy employee population: Captives work best when claims are predictable. If your employees are generally healthy, you're more likely to see cost savings.
Are willing to take on some risk: While stop-loss insurance protects against catastrophic claims, there's still some risk involved. You need to be comfortable with that.

Basically, if you're a mid-sized company that's looking for a way to save money on insurance costs and gain more control over your healthcare spending, a group health captive might be worth exploring. It's not a magic bullet, but it can be a powerful tool in the right hands. Think of it as leveling up your health insurance game. You might even unlock some hidden achievements along the way!

Understanding the Financial Dynamics

Alright, let's talk money! Figuring out the financial side of group health captives can feel like trying to understand your phone bill – confusing, right? But don't worry, we'll break it down. We're going to look at how you can actually control costs, the safety net of stop loss insurance, and how to get some financial incentives for being smart about your health plan. Think of it as unlocking the cheat codes to the healthcare game. Ready to level up your financial savvy? Let's jump in!

Cost Control Strategies

Okay, so you're probably wondering, "How can I actually control these crazy healthcare costs?" It's not about waving a magic wand, but more about smart moves. Think of it like this: you wouldn't just throw money at your house without a budget, right? Same goes for healthcare. One way is to really dig into your data. What are people actually using? Are there any trends? Are there hidden costs in health insurance that are eating away at your budget? Knowing this helps you make informed decisions. Another strategy is to promote preventative care. It's like changing the oil in your car – a little maintenance now can save you from a major breakdown later.

Negotiating rates with providers can also make a big difference. It's like haggling at a flea market, but for healthcare. You might be surprised at what you can save. Finally, consider wellness programs. Healthy employees mean fewer claims, which means lower costs. It's a win-win!

Implementing cost control strategies is not just about saving money; it's about creating a sustainable healthcare plan that benefits both the company and its employees. It's about being proactive, informed, and willing to make changes.

Here are some actionable steps:

Analyze your claims data to identify cost drivers.
Implement wellness programs to promote employee health.
Negotiate rates with healthcare providers.

The Role of Stop Loss Insurance

Stop loss insurance is like your safety net. Imagine walking a tightrope – you hope you won't fall, but it's good to know there's something there to catch you if you do. In the world of group health captives, stop loss insurance protects you from catastrophic claims. There are two main types: individual and aggregate. Individual stop loss covers you if one person has a really, really expensive claim. Aggregate stop loss covers you if your total claims for the year go way over what you expected. Think of it as a financial parachute for your health plan.

Type of Stop Loss	What It Covers	Why It's Important
Individual	High claims from a single person	Prevents one catastrophic illness from bankrupting your plan.
Aggregate	Total claims exceeding a certain amount for the year	Protects against unexpectedly high overall claims, providing budget predictability.

It's important to understand how stop loss works so you can choose the right coverage for your group. It's not the most exciting topic, but it's crucial for protecting your bottom line. You can also explore alternative risk management solutions through captives.

Financial Incentives for Employers

Okay, so here's the fun part: getting rewarded for being smart about your health plan! With group health captives, you're not just paying premiums into a black hole. You actually have the potential to get money back if your claims are lower than expected. It's like getting a rebate for being a good driver – the safer you are, the more you save. Plus, you have more control over how your healthcare dollars are spent. You can invest in wellness programs, tailor coverage options, or even lower employee premiums.

Here are some ways employers can benefit:

Potential for refunds: If claims are lower than expected, you get money back.
Control over spending: You decide how to invest in your employees' health.
Improved employee satisfaction: Better benefits can lead to happier employees.

It's all about aligning incentives so that everyone benefits from a healthier workforce and smarter healthcare spending. Think of it as turning your healthcare plan into a well-oiled machine that actually works for you, not against you. You can also look into how to manage and reduce rising health insurance costs to maximize benefits.

Navigating Compliance and Regulations

Okay, so you've decided to offer group health captives. Awesome! But before you pop the champagne, let's talk about the not-so-glamorous side: compliance and regulations. Think of it as the broccoli you have to eat before you get dessert. It's not always fun, but it's essential for a healthy captive. Trust me, ignoring this stuff can lead to some seriously nasty headaches (and hefty fines!).

Key Regulations to Know

Alright, let's dive into the regulatory alphabet soup. First up, we've got ERISA (Employee Retirement Income Security Act). This bad boy sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans. Then there's HIPAA (Health Insurance Portability and Accountability Act), which protects the privacy of your employees' health information. And of course, we can't forget the Affordable Care Act (ACA), which, despite all the political drama, is still a major player in the health insurance game. You'll need to understand its requirements for essential health benefits and reporting.

Here's a quick rundown:

ERISA: Sets standards for health plans.
HIPAA: Protects employee health information.
ACA: Mandates coverage and reporting.

Ignoring these regulations is like driving without a license. You might get away with it for a while, but eventually, you're gonna get pulled over. And the penalties? Ouch.

Common Compliance Pitfalls

So, what are the most common mistakes companies make when it comes to compliance? Well, for starters, many businesses fail to keep their plan documents up-to-date. Think of your plan documents as the instruction manual for your captive. If it's outdated, you're gonna have a bad time. Another biggie is not providing employees with the required notices, like the Summary Plan Description (SPD). It's like forgetting to send out birthday invitations – people are gonna feel left out and confused. And finally, there's the ever-present risk of employee benefits compliance errors, which can trigger audits and penalties.

Here's a few pitfalls to avoid:

Outdated plan documents
Failure to provide required notices
Reporting errors

How to Stay Compliant

Okay, so how do you avoid these pitfalls and keep your captive on the straight and narrow? First, get yourself a good benefits attorney or consultant who knows the ins and outs of captive insurance. They can help you navigate the regulatory maze and ensure you're dotting all your i's and crossing all your t's. Second, invest in a good HR software system that can help you track compliance requirements and deadlines. Think of it as your compliance co-pilot. And third, train your HR staff on compliance best practices. The more they know, the better equipped they'll be to keep your captive out of trouble. Also, make sure you are aware of HR compliance strategies for 2025.

Here's your compliance checklist:

Hire a benefits attorney or consultant.
Invest in HR software.
Train your HR staff.

Staying compliant isn't always easy, but it's crucial for the long-term success of your group health captive. By understanding the key regulations, avoiding common pitfalls, and taking proactive steps to stay compliant, you can protect your business from costly penalties and ensure your employees have access to the benefits they deserve. And hey, who knows? Maybe you'll even sleep better at night knowing you're doing things the right way. Don't make the mistake of avoiding compliance mistakes.

The Benefits of Captive Insurance

Okay, so you're thinking about captive insurance, huh? Awesome! Let's talk about why it might just be the best move you make for your company's health benefits. Forget those cookie-cutter plans – we're talking about something way more tailored and potentially way cheaper. Ready to dive in?

Tailored Coverage Options

Tired of squeezing your employees into a pre-designed health plan that doesn't quite fit? With captive insurance, you get to be the designer! You call the shots on everything from deductibles to supplemental health benefits. It's like getting a custom-made suit instead of something off the rack. This means you can create a plan that actually meets your employees' unique needs, boosting satisfaction and morale. No more forcing square pegs into round holes!

Greater Transparency in Spending

Ever feel like your health insurance costs are a black box? You pay the premiums, but where does all that money actually go? With a captive, you get to pull back the curtain and see exactly how your employees are using their benefits. This kind of insight is gold! You can identify gaps in coverage, streamline your claims process, and make smarter decisions about your business risk management strategies. It's like having a GPS for your healthcare spending – you know exactly where you're going and how to get there most efficiently.

Potential for Cost Savings

Alright, let's get down to brass tacks: saving money. Captive insurance can seriously help you control those ever-rising healthcare costs. Unlike fully-insured plans where you're basically paying for everyone else's healthcare, with a captive, you only pay for what your employees actually use. Plus, if you have fewer claims, that leftover money goes back to you! It's like getting a refund on your health insurance – who wouldn't want that? Captives can earn investment income on their premiums reserves if they have underwriting profits.

Think of it this way: with traditional insurance, you're paying for the possibility of claims. With a captive, you're only paying for the actual claims. That difference can add up to some serious savings over time. Plus, the more members in your captive program, the bigger the risk pool, which reduces each member’s overall captive health insurance costs.

Here are some ways captive companies can save:

Fixed costs, such as administrative expenses and stop-loss premiums, may be lower if you have fewer, less expensive medical claims.
Captives can earn investment income on their premiums reserves if they have underwriting profits.
The fewer claims you have, the more likely you’ll have leftover funds in your pool. Your captive can return this money to member companies at the end of the year, which you can put toward other essential aspects of your business.

Ready to ditch the traditional insurance headaches and take control of your healthcare spending? Maybe it's time to find a great benefits broker and explore the world of group health captives. Your wallet (and your employees) will thank you!

Challenges and Considerations

Okay, so you're thinking about diving into the world of group health captives? Awesome! It's like deciding to build your own custom car instead of buying one off the lot. But before you grab your wrench and start tinkering, let's pump the brakes and talk about some potential potholes in the road. It's not all sunshine and rainbows, and being aware of the challenges upfront can save you a ton of headaches (and money) down the line. Think of this as your pre-flight checklist before you take off into the wild blue yonder of captive insurance.

Initial Setup Costs

Alright, let's get this out of the way first: setting up a group health captive isn't exactly cheap. It's more like buying a fixer-upper house – you see the potential, but whew, those initial costs can be a doozy. You're not just paying for the insurance itself; you're also shelling out for legal fees, consulting services, and the administrative infrastructure to manage the whole shebang. Think of it as an investment, but one that requires a significant upfront commitment.

Legal and consulting fees
Actuarial studies to assess risk
Administrative software and systems

Don't let the sticker shock scare you off completely. Think of it as planting a tree – it takes time and effort upfront, but the shade (or in this case, cost savings) will be worth it in the long run. Just make sure you've got the financial resources to weather the initial storm.

Risk Pooling Limitations

So, here's the deal: a captive is only as strong as its members. It's like a team sport – if one player is constantly fumbling the ball, the whole team suffers. If one company in the captive has a year with crazy high claims, it can impact everyone else's costs. That's why it's super important to make sure the companies in your captive are a good fit, with similar risk profiles. Think of it as finding the right band members – you want everyone to be on the same page, musically speaking, to avoid a cacophony of costs. Proper risk management strategies are essential.

Financial stability of member companies
Similar risk profiles among members
Potential for increased costs due to another member's high claims

Regulatory Compliance Challenges

Okay, buckle up, because this is where things can get a little…spicy. Captive insurance isn't exactly the Wild West, but it does have its own set of rules and regulations that you need to follow. And trust me, they can be complex. We're talking about navigating state and federal laws, meeting capital requirements, and staying on top of reporting obligations. It's like trying to assemble IKEA furniture without the instructions – frustrating and potentially disastrous. You might need to outsource compliance tasks to a captive management company, but that's another fixed cost to consider. Remember, health insurance brokers can help you navigate these complexities.

Complex state and federal regulations
Stringent capital requirements
Ongoing reporting obligations

| Regulation | Description be ready to show that captive insurance offers tailored solutions.

Innovative Funding Strategies

Okay, so you're probably tired of the same old song and dance with health insurance costs. Year after year, those premiums creep up, and you're left wondering if there's a better way. Well, guess what? There is! Let's talk about some innovative funding strategies that can help you regain control and maybe even save some serious cash. Think of it as finding your own Mr. Miyagi in the healthcare world, ready to teach you the wax on, wax off of cost savings.

Level Funding Explained

Level funding is like dipping your toes into the self-funded pool without doing a cannonball. It gives you the predictability of fixed monthly payments while still letting you benefit from any unused claim funds. It's like a hybrid car – you get the reliability of a gas engine with the potential savings of an electric motor. You pay a set amount each month, and if your employees don't use all the funds, you might get some money back. Plus, you've got stop-loss insurance to protect you from unexpectedly high claims. It's a win-win!

Predictable monthly payments. Think of it as budgeting made easy. No surprises!
Potential for refunds. Who doesn't love getting money back? It's like finding cash in your old coat pocket.
Stop-loss insurance. A safety net to protect you from those unexpected, high-cost claims. It's like having a superhero on standby.

Level funding is a great option if you want more control over your healthcare spending but aren't quite ready to jump into full self-funding. It's a stepping stone to greater transparency and potential cost savings.

Self-Funding vs. Captives

Alright, let's break down the difference between self-funding and captives. Self-funding is like being your own boss – you're in charge of everything, but you also shoulder all the responsibility. You pay for healthcare claims directly, cutting out the middleman (insurance companies). This means more control over your plan design and potential for significant cost savings. But, it also means you're on the hook for those big, unexpected claims. On the other hand, self-funded health plans allow employers to pay for employee health care directly, rather than purchasing insurance from a provider.

Captives, on the other hand, are like forming a superhero team. Several businesses pool their resources to create their own insurance company. This spreads the risk and gives everyone more buying power. It's like a co-op for health insurance. You get better rates, more transparency, and more control over your healthcare spending. Plus, there's strength in numbers! If you're considering captive insurance, our team can help you decide if it’s the right choice for your organization.

Here's a quick comparison:

Feature	Self-Funding	Captives
Control	High	High
Risk	High	Shared
Cost Savings	Potential for significant savings	Potential for significant savings through pooled resources and risk sharing
Responsibility	All on you	Shared among members
Best For	Larger companies with stable employee health	Smaller to mid-sized companies looking to pool risk

Alternative Funding Models

So, what other options are out there besides level funding, self-funding, and captives? Well, you could explore things like health reimbursement arrangements (HRAs) or defined contribution plans. HRAs let you reimburse employees for medical expenses, giving them more control over their healthcare spending. Defined contribution plans, on the other hand, give employees a set amount of money to spend on health insurance, allowing them to choose the plan that best fits their needs. These alternative risk financing strategies are a strategic approach for businesses to manage risks that traditional insurance may not cover.

Think of it like this: traditional insurance is like ordering off a set menu, while alternative funding models are like building your own burrito – you get to choose exactly what you want and how much you want to spend. It's all about finding the right fit for your company's unique needs and budget. By exploring these options, employers can gain greater control, transparency, and potential cost savings in their healthcare offerings. Innovative Captive Strategies has teamed up with Innovative Program Solutions to introduce CaptiveXS, a new excess umbrella program designed for ICS captive clients.

Here are some additional models to consider:

Reference-Based Pricing: This model bases payments on a multiple of Medicare rates, often resulting in lower costs than traditional PPO plans.
Direct Primary Care (DPC): Employees pay a monthly fee for access to a primary care physician, often leading to better care and lower overall costs.
Value-Based Care: This model focuses on paying providers based on the quality of care they deliver, rather than the quantity of services they provide.

So, there you have it – a crash course in innovative funding strategies. It might seem overwhelming at first, but with a little research and the right guidance, you can find a solution that saves you money and gives your employees the healthcare coverage they need. Don't be afraid to challenge the status quo and explore new options. Your wallet (and your employees) will thank you for it!

Employee Engagement and Wellness Programs

Okay, so you've got a group health captive. Awesome! But it's not just about the financial side of things. You gotta think about your employees, too. Happy, healthy employees are more productive, take fewer sick days, and stick around longer. That's where employee engagement and wellness programs come in. Let's dive in!

Importance of Wellness Benefits

Think of wellness benefits like the oil in your car's engine – you might not notice it when it's working, but you'll definitely notice when it's not! Wellness programs are super important because they help keep your employees healthy and happy, which, in turn, helps your company. It's a win-win!

Here's why you should care:

Reduced Absenteeism: Healthy employees take fewer sick days. Duh.
Increased Productivity: When people feel good, they work better. It's science.
Improved Morale: Showing you care about their well-being makes employees feel valued. This can be achieved through a comprehensive benefits strategy.
Lower Healthcare Costs: Preventative care now can save you big bucks later. Think of it as an investment, not an expense.

Wellness programs aren't just a nice-to-have; they're a strategic imperative. They demonstrate a commitment to employee well-being, which can significantly impact your bottom line. Plus, it's just the right thing to do.

How to Implement Effective Programs

Alright, so you're sold on wellness. Great! But how do you actually do it? Don't worry, it's not rocket science. Here's a simple plan:

Assess Your Employees' Needs: What do they actually want? Surveys, focus groups, carrier data - find out what health issues are most prevalent and what kind of programs would be most appealing. Employee resource groups (ERGs) can provide valuable insights into employee well-being.
Set Clear Goals: What are you trying to achieve? Reduce smoking rates? Increase physical activity? Be specific and measurable.
Offer a Variety of Options: Not everyone likes yoga. Offer a mix of programs to appeal to different interests and needs. Think gym memberships, mental health resources, nutrition counseling, and even financial wellness programs.
Make it Accessible: If it's too hard to participate, no one will. Offer programs on-site, online, or through partnerships with local providers. Consider the needs of remote workers, too.
Promote, Promote, Promote: No one will know about your awesome programs if you don't tell them! Use email, posters, internal newsletters, and even good old-fashioned word-of-mouth. Make sure your employee communication is effective.

Engaging Employees in Their Health

Getting employees to actually participate in wellness programs can be tricky. It's like trying to herd cats, but here are a few tricks to try:

Incentives: Offer rewards for participation, like gift cards, extra vacation days, or discounts on health insurance premiums. People love free stuff!
Gamification: Turn wellness into a game with challenges, leaderboards, and prizes. Friendly competition can be a great motivator.
Leadership Support: When managers and executives participate, it sends a message that wellness is important. Lead by example!
Personalized Communication: Tailor your messages to individual employees based on their interests and needs. No one wants to feel like they're just another number.
Make it Fun! Wellness doesn't have to be boring. Host fun events, like walking challenges, healthy cooking demos, or stress-relief workshops. Remember to address healthcare questions employees have during open enrollment.

By focusing on employee engagement and wellness, you can create a healthier, happier, and more productive workforce. And that's good for everyone!

The Future of Group Health Captives

Alright, let's gaze into our crystal ball and see what's next for group health captives. It's not just about saving money anymore; it's about innovation, tech, and keeping your employees happy and healthy. Buckle up; it's gonna be a wild ride!

Trends to Watch

So, what's hot in the world of group health captives? A few things are really starting to take off. First, expect to see more small to midsize businesses shifting to alternative funding methods. They're realizing that traditional insurance just isn't cutting it anymore. Think of it like ditching that old flip phone for a smartphone – it's time to upgrade!

Here's a quick rundown:

Increased Adoption of Telemedicine: More virtual doctor visits mean lower costs and happier employees.
Focus on Preventative Care: Companies are realizing that keeping people healthy is cheaper than treating them when they're sick. Go figure!
Data-Driven Decisions: Using data to tailor health plans and make smarter choices is becoming the norm. It's like having a GPS for your health benefits.

The future of group health captives isn't just about saving money; it's about creating a healthcare ecosystem that's tailored to your employees' needs and driven by data. It's about being proactive, not reactive.

The Impact of Technology

Tech is changing everything, and group health captives are no exception. We're talking AI, telemedicine, and all sorts of cool gadgets that can help you manage your health plan more effectively. Imagine having a robot that can analyze your claims data and tell you exactly where you're wasting money. Okay, maybe not a robot, but close enough!

AI-Powered Diagnostics: Early detection of health issues can save big bucks down the road. Corporations can utilize captives to finance these initiatives.
Wearable Health Trackers: Giving employees Fitbits isn't just a trendy perk; it can actually help them stay healthy and reduce claims.
Streamlined Administration: Tech can automate a lot of the paperwork and hassle involved in managing a health plan. Think of it as the Roomba of healthcare administration – it just takes care of things.

Evolving Employee Needs

Let's not forget about the most important part: your employees! Their needs are changing, and your health plan needs to keep up. They want more than just basic coverage; they want wellness programs, mental health support, and personalized care. It's like offering a buffet instead of a set menu – everyone gets what they want.

Mental Health Benefits: This is no longer a nice-to-have; it's a must-have. Employees are stressed, and they need support.
Flexible Benefits: Let employees choose the benefits that matter most to them. It's like letting them build their own health plan.
Wellness Programs: Gym memberships, yoga classes, and healthy eating challenges can all help keep employees happy and healthy. Explore key trends in employee benefits for 2025.

The future of group health captives is bright, but it requires staying informed, embracing technology, and listening to your employees. It's about creating a health plan that's not just affordable but also effective and engaging. So, are you ready to take the leap? If you're tired of the same old song and dance with traditional insurance, maybe it's time to consider captive insurance.

As we look ahead, group health captives are set to change the way businesses manage their health insurance. These innovative models allow companies to pool their resources, share risks, and ultimately save money on healthcare costs. If you're curious about how group health captives can benefit your organization, visit our website for more information and to get started today!

Wrapping It Up: Your Health Insurance Adventure Awaits!

So there you have it, folks! Group health captives might sound like a fancy term thrown around by insurance nerds, but they can actually be a game changer for your business. Think of it as a way to take control of your health insurance costs while still keeping your employees happy and healthy. Sure, it might take a little effort to get started, but once you’re in the groove, you’ll be reaping the benefits. And hey, if you’re still feeling a bit lost, don’t hesitate to reach out to an insurance pro who can help you navigate these waters. Remember, the goal is to keep your team covered without breaking the bank. Now go forth and conquer those health insurance challenges like the savvy business leader you are!

Frequently Asked Questions

What is a group health captive?

A group health captive is a special type of insurance where several companies join together to create their own insurance plan. This plan helps cover health costs for their employees.

How do captives work?

Captives work by pooling money from all member companies. This money is used to pay for employee health claims. If claims are low, companies may get some money back.

Who can benefit from captives?

Companies, especially small to medium-sized ones, can benefit from captives. They can save money and have more control over their health plans.

What are the financial advantages of using captives?

Captives can help control costs by allowing companies to tailor their insurance to their needs. They may also get money back if claims are lower than expected.

What challenges do captives face?

Setting up a captive can be expensive and complex. Companies must also follow strict rules and regulations.

How do captives support employee wellness?

Captives can offer customized health plans that include wellness programs, helping employees stay healthy and potentially reduce healthcare costs.