Three Plan Types. One Clear Recommendation.
We offer all three — but we specialize in level-funded and self-funded ERISA plans because that's where growing businesses save the most.
A level-funded plan gives your business the best of both worlds — predictable fixed monthly payments combined with the cost-saving potential of self-funding. You pay a set amount broken into three components: expected claims, stop-loss insurance, and administrative fees.
Unlike traditional insurance, you pay for actual claims — not estimated premiums. If your employees stay healthier than projected, the surplus stays with you. At year end, you may receive a refund on unused claims funds.
There is no cash advance required — making level-funding significantly more cash-flow friendly for growing businesses. And because the plan is backed by stop-loss insurance, your maximum exposure is known and capped from day one.
Predictable monthly payments — no surprise invoices mid-year
Surplus refunds when your group's claims come in under budget
Pay only for actual claims — not the carrier's estimated projections
Stop-loss protection caps your exposure on high-cost claims
Claims data visibility — know what's driving costs before renewal
Access to major PPO networks — UnitedHealth, Cigna, BCBS, Aetna, PHCS
With a self-funded plan, employee claims are paid directly from your company's budget rather than from an insurance carrier's pool. This is the strategy Fortune 500 companies have used for decades — and Ascend makes it accessible to businesses with as few as 2 employees.
Self-funding flips the traditional model. If your employees' claims are within budget, your company keeps the surplus. You're no longer subsidizing other companies' employees in a pooled plan.
Stop-loss insurance caps your risk. Expenses are never charged for claims exceeding the chosen stop-loss level — giving you maximum savings with a hard ceiling on risk.
Keep the surplus — if claims are low, the money stays in your business
Full claims transparency — complete visibility into what's driving costs
ERISA protection — governed by federal law, not state mandates
No cash advance required — better cash flow vs. traditional TPAs
Customizable plan design — built around your workforce, not a carrier template
Stop-loss insurance caps risk — no exposure above the predetermined limit
We offer traditional fully-insured group plans and will always present them as an option — but for most employers with 2–250 employees, they are not the most cost-effective choice.
With traditional insurance, the carrier pools your employees with thousands of others, prices the risk conservatively, and keeps the profit when claims come in lower than projected. You have no visibility into claims data and no ability to benefit from a healthy workforce.
That said, traditional plans can be the right fit in specific situations. Our job is to give you an honest, unbiased analysis and recommend the plan type that actually serves your business best.
Simple administration — carrier handles all claims processing
Predictable costs — fixed premium, no claims risk to employer
Premiums rise every year regardless of your group's claims history
Zero claims transparency — carrier keeps your data
No surplus refund — carrier keeps all profit from low-claim years
