Rising health care costs and increasingly competitive benefits offerings are some of the biggest challenges facing government contractors today. Consequently, employers are constantly searching for new ways to maximize flexibility through customized benefits plans that fit the needs of their employees in order to remain competitive and attract talent in a tight labor market.

One solution that government contractors have found are self-funded insurance plans, which can more effectively manage the impact of escalating health care costs and engender employee loyalty through customized benefits offerings. While self-funded plans are common with large employers, government contractors find these plans attractive given their tolerance for risk, understanding of business fluctuations, and ability to withstand an economic downturn. Self-funded plans empower contractors with a variety of levers to pull to address health care costs and design the right plan to match their employees' needs.

Leverage claims to save money

Too often, employers, especially small, midsize enterprises and government contractors, are overly beholden to insurance carrier rate renewals. Even if employee health care claims are running at or below the target amount, surprise renewal increases are often sprung on insureds to balance the carrier's overall book of business. Even with significant renewal increases, employers are often hesitant to switch carriers due to the hassle it creates — especially if their program is popular among employees.