How to Leverage a Captive to Integrate Your Programs

By Karin Landry, CEBS, ACI, CLTC, GBA

Managing Partner
Spring Consulting Group

For employers with robust benefits programs in place, an integrated approach has risen in popularity in recent years, with many considering this a critical step in creating a holistic system. While this is not a new concept, the advantages of integration have become undeniable, especially in a post-pandemic environment. In fact, in 2020, our integrated employer survey demonstrated an 11% increase from 2018 in employers with integrated benefits offerings.¹

When we speak of an integrated program, the most common elements include:

• Benefit enrollment system
• Employee communications
• Self-service portals
• Provision for electronic signatures
• Employee decision support tools
• Single source for intake and reporting of claims and leaves

However, what typically is not included in this integrated model is funding; that is, how and to whom each benefit is paid. We feel this is a missing link in the integration equation that could provide additional efficiency and transparency to improve your return on investment.

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