Organizations providing self-funded health benefits should work with a broker or consultant to develop a health benefit plan design that will address four areas:
Customized benefits that meet the needs of the business as well as the workforce.
Coverage and exclusions, which provide control over what is, and is not, covered by the plan.
The plan’s relationship to larger goals for employee well-being. For example, a wellness-based plan may pay higher levels for preventive care if employees participate in a health risk assessment.
The role of health benefits in long-term strategy, which includes employee recruitment and retention needs.