Every way to fund employee health coverage — explained like a neighbor, quoted like a market.
There are more ways to fund a health plan than most employers are ever shown. We quote the paths that fit your size and risk appetite, side by side, and tell you plainly what each one trades away.
Fully insured
What it is: The traditional route: you pay a fixed monthly premium and the insurance carrier takes all the claims risk.
When it fits: Employers who want maximum predictability and simplicity, or whose group profile prices well in the standard market.
Level funded
What it is: A middle path: you pay a steady monthly amount like a premium, but the plan is built on your own group’s claims. Run better than expected, and a portion may come back to you.
When it fits: Employers with a generally healthy group who want a shot at upside without taking on open-ended risk.
Self-funded
What it is: You pay your group’s actual claims, with stop-loss insurance capping the worst-case scenario. Maximum transparency and control over plan design.
When it fits: Larger groups ready to manage risk directly in exchange for control and data.
MEWA — the Ohio Chamber Health Benefit Program
What it is: A multiple employer welfare arrangement: many Ohio small employers pooled together for large-group buying power. OCHBP is self-funded, with claims administration and stop-loss provided by Medical Mutual effective January 1, 2027 (UnitedHealthcare through 2026). Exclusive to Ohio Chamber members.
When it fits: Ohio employers with 2–50 employees who want large-group economics without co-employment. Our flagship — and we’ll tell you honestly when it isn’t the winner.
Explore OCHBP →ICHRA
What it is: An individual coverage health reimbursement arrangement: instead of one group plan, you give employees tax-advantaged dollars to buy their own individual coverage.
When it fits: Employers with workforces spread across locations, highly varied needs, or difficulty sustaining a group plan.
QSEHRA
What it is: A small-employer version of the reimbursement approach, for businesses under 50 employees that don’t offer a group plan.
When it fits: Very small employers who want to help with health costs without sponsoring a plan.
Funding approaches involve trade-offs in risk, cash flow, and administration. The comparisons above are general education, not a recommendation for your specific situation — that's what the audit is for.
“Can we get a group plan with…”
The question we hear most, answered by size.
…2 employees?
Yes. Small-group plans in Ohio generally start at two enrolled employees, and the Ohio Chamber Health Benefit Program is designed for exactly this range. Certain one-person arrangements exist as well — ask us.
…5 or 10 employees?
Yes — this is the heart of the small-group market. At this size the funding choice (fully insured, level funded, or the Chamber program) makes a real difference, which is why we quote them against each other.
…20 employees?
Yes, with more leverage than you probably expect. Groups this size often qualify for level-funded arrangements that reward a healthy workforce.
…50 or more employees?
Yes — and at 50+ the conversation expands: self-funding, richer plan design, and compliance obligations that come with size. That’s a strategy engagement, and it’s what our account team does all day.
Not sure which path fits? That's the audit.
We quote the full market — carriers, funding approaches, and the Chamber program — and show you the comparison side by side.
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