Self-Funding and Employer-Sponsored Clinics: A Roadmap to Lower Healthcare Costs

Self-funded health plans, especially when paired with employer-sponsored on-site or near-site clinics, give organizations far more control over rising healthcare costs than traditional fully insured models. This page explains how self-funding eliminates carrier margins, unlocks claims transparency, and lets employers reinvest savings into high-impact care delivery at the worksite. It shows how clinics reduce ER and specialist claims, improve chronic condition management, and boost productivity by making primary and preventive care convenient and often free for employees.

It also outlines practical steps for evaluating self-funding, structuring stop-loss protection, implementing a clinic, and partnering with Elite Medical to design data-driven, concierge-level workplace health solutions that lower total spend while improving employee experience.

Self-Funding and Employer-Sponsored Clinics: A Roadmap to Lower Healthcare Costs

Self-funded health plans, especially when paired with employer-sponsored on-site or near-site clinics, give organizations far more control over rising healthcare costs than traditional fully insured models. This page explains how self-funding eliminates carrier margins, unlocks claims transparency, and lets employers reinvest savings into high-impact care delivery at the worksite. It shows how clinics reduce ER and specialist claims, improve chronic condition management, and boost productivity by making primary and preventive care convenient and often free for employees. It also outlines practical steps for evaluating self-funding, structuring stop-loss protection, implementing a clinic, and partnering with Elite Medical to design data-driven, concierge-level workplace health solutions that lower total spend while improving employee experience.

Introduction: Breaking the Healthcare Cost Cycle

Employee healthcare costs are escalating at an unsustainable pace, tightening budgets and pressuring employers to do more with less. In 2025, the average family premium for employer health insurance reached nearly $27,000 — rising about 6% annually, more than twice the rate of general inflation, according to the New Jersey Business & Industry Association (NJBIA) ↗.

For many employers, the familiar cost-control levers — raising deductibles, trimming benefits, or shifting costs to employees — are exhausted. These measures may provide temporary relief, but they erode morale, damage recruitment, and fail to address the root problem: the structure of the traditional, fully insured healthcare model.

Forward-thinking organizations, guided by innovative benefits consultants, are now breaking this cycle. They’re moving toward self-funded health plans and employer-sponsored clinics to take back control of both cost and care.

A New Approach: Control, Flexibility, and Long-Term Value

This guide explores how transitioning from a fully insured plan to a self-funded or partially self-funded model can unlock both savings and flexibility — particularly when paired with on-site or near-site employer clinics.

By uniting these two strategies, employers can:

  • Eliminate excess carrier margins and hidden fees
  • Capture real-time visibility into claims and cost drivers
  • Reinvest savings into preventive, high-touch care for employees
  • Build a culture of health that improves retention and productivity

The result isn’t just lower spend — it’s a smarter, more sustainable model where healthcare becomes an investment in people, not just an expense line item.

What You’ll Find in This Guide

Each section of this resource is designed as a standalone, remixable content block — ready to power blogs, email campaigns, presentations, and ROI discussions. Inside, you’ll find:

  • Cost-Savings Insights: Data on how employers are cutting total healthcare spend by 20–30% through self-funding and clinic models
  • Risk Mitigation Tips: How to structure stop-loss coverage and protect your organization from volatility
  • Clinic ROI Highlights: Evidence showing how on-site care reduces claims and boosts engagement

Together, these insights form a playbook for employers ready to break free from the reactive cost cycle and lead the next era of employee healthcare innovation.

In this guide:

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What Is Self-Funding? (Self-Insured Health Plan Basics)

In a fully insured health plan, employers pay a fixed premium to an insurance carrier, which then pays all claims. The insurer assumes the risk — and profits if claims are low.

In contrast, a self-funded (self-insured) health plan means the employer pays employees’ healthcare claims directly rather than a fixed premium to an insurer.

Fully Insured vs. Self-Funded

  • Fully Insured: You pay a premium to an insurer, who manages claims and takes on the risk. Costs are predictable in the short term but include insurer profit margins, taxes, and less transparency. If employees use less healthcare, the insurer — not you — keeps the savings.
  • Self-Funded: You pay claims as they occur (often via a third-party administrator). You gain flexibility in plan design and full transparency into utilization. Critically, money not spent on care stays with your organization. Employers also avoid certain state insurance taxes and mandated benefits, creating an immediate cost reduction of roughly 2–3%, according to HNI ↗. The trade-off: the employer assumes the risk of high claims.

Most large companies now self-insure their health plans — even back in 2008, about 31% of employers with 500+ employees and one-fifth of larger firms offered self-funded on-site clinic programs, a figure that has grown (HNI ↗). Self-funding has become the enterprise norm because it’s one of the few ways to bend the long-term cost curve by cutting insurer overhead and directing how healthcare dollars are spent.

Partial Self-Funding

Not ready to fully self-insure? Many begin with level-funded or partially self-funded plans, which cap monthly costs while letting you benefit from good claim years. Others join group captives to pool risk with similar employers. These options let mid-sized employers (≈100–300 employees) start safely, typically with stop-loss coverage for catastrophic claims. As confidence and savings grow, organizations expand their self-funded exposure.

Why Self-Funding Matters

Self-funding aligns incentives: every avoided ER visit or high-cost procedure directly reduces your spend, strengthening the business case for prevention, wellness, and cost-management — including on-site clinics — because a healthier workforce directly benefits your plan. In fully insured arrangements, savings are diluted or delayed. As one industry source puts it, “Large, self-insured employers have the greatest potential to reap savings… Fully insured employers will not be able to realize direct cost savings” from initiatives like clinics (HNI ↗).

In the next sections, we’ll outline why even fully insured organizations should consider moving toward partial or full self-insurance to unlock these advantages.

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Why Fully Insured Companies Are Exploring Self-Funding

For fully insured employers, the status quo is becoming unsustainable. Annual premium hikes continue to outpace inflation, with the average family premium for employer health insurance now reaching nearly $27,000 — rising roughly twice as fast as general inflation, according to NJBIA ↗. At the same time, emerging high-cost treatments such as gene therapies and specialty drugs are creating even greater volatility.

Yet fully insured organizations have few options beyond cost-shifting — raising deductibles or increasing employee contributions — a strategy that neither employers nor employees favor, as noted by NJBIA ↗. This growing tension is driving mid-sized and even smaller employers to explore self-funding as a more sustainable alternative.

Key Advantages of Self-Funding

Cost Savings & Efficiency: Self-funded plans remove insurer profit margins and state-mandated fees. Employers pay only for care actually used, retaining any surplus when claims are low. Many achieve 5–10% savings in overhead during the first year, with larger reductions over time.

Data Transparency: Self-funding gives employers detailed claims visibility, enabling them to pinpoint cost drivers and intervene early. For instance, if diabetes or musculoskeletal claims dominate spending, targeted wellness or on-site physical therapy programs can be introduced. Fully insured carriers rarely share this level of actionable data.

Plan Design Flexibility: Self-funded employers can tailor benefits to their workforce — expanding high-value services like mental health or fertility care, while removing underused ones. They’re free from one-size-fits-all carrier rules and can integrate solutions such as direct primary care or employer-sponsored clinics, aligning plan design with organizational goals.

Direct Reward for Wellness Initiatives: Under self-funding, every improvement in employee health directly reduces claims costs. Investments in chronic disease prevention or medication adherence translate into measurable ROI — an incentive absent in fully insured models where the carrier captures the benefit. (We’ll explore how employer-sponsored clinics amplify this advantage in the next section.)

Avoiding the “Health Insurance Tax”: Self-insured plans are generally exempt from state premium taxes (often ~2% of premiums) and certain federal insurer fees. Over time, these exemptions compound into substantial savings.

Addressing the Risks

The biggest concern with self-funding is exposure to large or unpredictable claims. Fortunately, several proven tools protect employers from volatility.

Stop-Loss Insurance: This coverage caps employer liability. Individual stop-loss reimburses claims above a set threshold (e.g., $100,000 per member), while aggregate stop-loss limits total annual spend (e.g., 120% of expected claims). It restores predictability even when catastrophic events occur.

Group Captives: Mid-sized companies (100–700 employees) often join group captives — collective risk pools that share high-cost claims. This spreads risk across members, providing cost stability and shared upside when claims are below expectations.

Cash Flow Management: Claims fluctuate monthly, so it’s best to set aside a reserve fund from early savings. Level-funded arrangements — where employers pay a steady monthly amount and reconcile annually — can smooth out cash flow for smaller organizations.

Bottom Line

Self-insurance isn’t all-or-nothing. With sound stop-loss protection, group collaboration, and disciplined cash management, even sub-1,000-employee companies can self-fund confidently. Instead of absorbing annual rate hikes, they take control of their healthcare spend and long-term outcomes.

In the next section, we’ll explore how employer-sponsored health clinics are helping self-funded organizations translate this control into measurable cost and care improvements.

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Employer-Sponsored Clinics 101: On-Site & Near-Site Health Centers

An employer-sponsored clinic is a healthcare facility provided by the employer for employees — and often their dependents — to use, typically at little or no cost. These can take the form of on-site clinics (located at the workplace or corporate campus) or near-site/shared clinics (offsite but nearby, serving multiple employers). The goal is to deliver convenient, high-quality primary care and common medical services directly to your workforce.

What Services Do Worksite Clinics Provide?

Most clinics are staffed by physicians or nurse practitioners (with oversight from a licensed physician) and offer a wide range of services, including:

  • Primary and Preventive Care: Routine checkups, screenings, chronic disease management (e.g., diabetes, hypertension), immunizations, and health coaching.
  • Acute Care: Treatment for minor illnesses and injuries — such as colds, infections, or sprains — offering the same convenience as urgent care but without ER copays or long waits.
  • Wellness Programs: Nutritional counseling, smoking cessation, stress management, and general health education.
  • Labs and Medications: Many clinics perform basic lab work, blood draws, and dispense common generic medications, saving employees a trip to the pharmacy.
  • Occupational Health Services: For relevant industries, clinics can provide work-related screenings, physicals, and workers’ comp triage — particularly valuable in manufacturing, logistics, and construction settings.

By bringing healthcare literally to the doorstep of employees, on-site and near-site clinics dramatically reduce barriers to care. Employees no longer need to take half a day off for a routine doctor’s visit or skip preventive care altogether.

Who Traditionally Had Clinics?

Historically, on-site health centers were a hallmark of very large employers — manufacturers, municipalities, and Fortune 500 companies with 5,000 or more employees. The prevailing belief was that a dedicated clinic only made sense for employers with 750+ employees in a single location, according to HNI ↗.

That threshold has shifted dramatically. As vendors have developed flexible delivery models, employer-sponsored clinics have become accessible to mid-sized organizations as well.

Modern Models Making Clinics Accessible to All

  • Near-Site Networks: Shared clinic networks allow multiple smaller employers to co-sponsor facilities, splitting costs while still providing dedicated, employer-specific care.
  • Part-Time Clinics: A mid-sized company may staff a nurse practitioner on-site only a few days per week, scaling services to match headcount.
  • Mobile or Micro Clinics: Compact or mobile units can visit workplaces on scheduled days, providing the same services as a permanent clinic at lower overhead.

As a result, even companies with just a few hundred employees are adopting these solutions. Employer-sponsored clinics are no longer an exclusive corporate perk — they’ve become a cornerstone strategy for mid-market employers seeking to control costs and improve employee well-being (HNI ↗).

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Why Employees (and Employers) Love On-Site Clinics

Worksite clinics represent a win-win for employees and employers:

Convenience and Access

For employees, having a clinic at (or near) work removes the usual hurdles to seeing a doctor. There are often little to no wait times, and appointments can be on demand or same day. Employees don’t need to drive across town or sit in a waiting room for an hour. This convenience means health issues are addressed sooner and more frequently.

Lower Out-of-Pocket Costs

Employers typically cover the full cost of clinic services or charge only a nominal copay, making it free or very affordable for employees to use. Routine care, generic medications, labs, and wellness coaching can often be obtained at zero cost to the patient. This encourages utilization and preventive care. An employee might forgo a $30 copay visit for a minor issue but will readily pop into the free worksite clinic — catching issues early.

Personalized, High-Quality Care

On-site clinic providers tend to spend more time with patients and take a holistic approach. They often have longer appointment times (e.g., 20–30 minutes vs. a rushed 10-minute office visit) and can focus on coaching and prevention. Because they’re not billing fee-for-service, they can truly prioritize employee health outcomes. Many clinics achieve very high satisfaction ratings from employees — they feel the employer is investing in their well-being.

Improved Health Outcomes

Easier access leads to more preventive screenings, better chronic disease management, and earlier intervention when issues arise. For example, an on-site clinic can monitor blood pressure or diabetes regularly and keep people on track, whereas those individuals might not have managed their condition with sporadic external doctor visits. The result is fewer complications: clinics help avoid ER visits and hospitalizations by managing conditions upstream.

From the employer’s perspective, these benefits translate to cost savings, productivity gains, and happier employees. But the financial ROI is what really grabs the attention of CFOs and brokers — and rightfully so, as we explore next.

How On-Site Clinics Save Money: Cost Containment and ROI

Employer-sponsored clinics are not just a “feel-good” benefit — they are a proven strategy to control and reduce healthcare spend, particularly for self-funded organizations. Here’s how on-site clinics deliver measurable financial returns.

1. Fewer High-Cost Claims and ER Visits

One of the most immediate impacts of a worksite clinic is the reduction of expensive external medical claims. By treating issues on-site, employers can significantly reduce:

  • Emergency Room Visits: A large portion of ER visits are for non-emergencies such as migraines, flu, or minor injuries that could easily be handled in a clinic setting. Data show that on-site clinics can reduce ER utilization by 40–50%, helping self-funded employers avoid thousands in unnecessary claims.
  • Hospitalizations and Readmissions: Preventive care and early intervention are central to clinic operations. Detecting and managing conditions such as infections or uncontrolled diabetes before they escalate helps avoid hospital stays and readmissions — key cost drivers for any health plan.
  • Specialist and Outpatient Claims: Clinic providers focus on evidence-based, conservative care. Instead of defaulting to costly imaging or specialist referrals, they emphasize treatments like physical therapy and lifestyle coaching. This reduces unnecessary referrals and lowers the overall number of high-cost claims.

2. Improved Employee Health and Productivity

Healthier employees mean higher productivity, reduced absenteeism, and better morale — all of which contribute to the bottom line.

Reduced Absenteeism: Easy access to care allows employees to address health concerns quickly and return to work faster. When compared to off-site medical visits, organizations save significant work hours and lost productivity (TargetCare ↗).

Lower Presenteeism: Presenteeism — when employees are at work but performing below capacity due to untreated or poorly managed conditions — is a major, often hidden cost. On-site clinics help manage these chronic or recurring issues, improving focus and functional productivity (TargetCare ↗).

Improved Morale and Retention: Providing accessible healthcare signals that the company values its workforce. Roughly three out of four employees rate on-site clinics as highly valuable, and employers often report that the benefit aids in both retention and recruitment — further reducing turnover costs.

The productivity impact alone can be substantial. By regaining thousands of productive hours annually, companies may save hundreds of thousands of dollars — even before accounting for reduced claims.

3. Managing Chronic Conditions = Long-Term ROI

Chronic illnesses such as diabetes, obesity, and heart disease account for the majority of plan costs. On-site clinics help manage and reduce these expenses through continuous, coordinated care.

  • Regular coaching, follow-up visits, and medication adherence programs prevent chronic conditions from escalating.
  • Because visits are convenient and often free, employees are far more likely to engage with care plans.
  • Wellness programs addressing nutrition, fitness, and stress add an upstream layer of prevention.

The results are tangible: one employer’s on-site wellness initiative identified and treated 84 preventable chronic conditions, producing an estimated $376,000 in savings — about $4,400 per participant (TargetCare ↗).

These interventions don’t just reduce immediate claims — they prevent future costly events such as heart attacks and strokes. Over time, self-funded employers can flatten or even reverse per-employee health spend by reducing chronic disease prevalence.

The Big Picture: Comprehensive ROI

On-site clinics create savings across multiple dimensions — fewer acute claims, improved workforce health, and reduced long-term risk. For employers, especially those self-funding their health plans, the result is a powerful compound ROI: direct claim reductions, indirect productivity gains, and sustained cost containment over years.

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Self-Funding + Clinics: A Synergistic Strategy

For employers that self-fund (or plan to), implementing an on-site clinic is an especially powerful strategy because it aligns perfectly with your financial incentives. Here’s why the combination of self-funding and employer clinics yields maximum impact:

Capture the Savings

A fully insured employer might only see indirect benefits from a clinic (healthier employees could mean slightly lower premium increases over time). But a self-funded employer captures every dollar saved. If your clinic prevents a $1,200 ER claim tomorrow, that $1,200 remains in your health plan reserves, immediately benefiting your costs.

This makes it far easier to justify the clinic’s expense — the more you invest in care delivery, the more you avoid paying external providers. Self-funded companies often see immediate budget relief once a clinic opens, whereas fully insured companies must wait for claims experience to eventually translate to premium adjustments.

Greater Flexibility & Customization

Self-funded employers can fully integrate the clinic into their health plan design. For example, you might eliminate copays for clinic visits (driving even higher usage), steer employees to the clinic for certain services (like biometric screenings or condition management programs), or even incentivize clinic utilization via wellness rewards.

You can design your plan’s network so that the on-site clinic is the first stop for primary care, with referrals required for outside specialists — creating a “medical home” model. Fully insured plans have a harder time offering customized solutions to individual organizations. Self-funding means you set the rules and can optimize them to support the clinic’s success and ROI.

Data-Driven Health Management

Self-funded plans receive detailed claims data, and when you layer clinic encounter data on top, you get a 360° view of your population’s health needs. This enables sophisticated health management strategies.

For instance, you might discover through data that musculoskeletal issues are a leading cost — so you introduce a physical therapist one day a week at the clinic or train the clinic staff in ergonomic coaching. Or the data show low medication adherence for hypertension, so the clinic starts a high blood pressure outreach program. Your clinic vendor can partner with you to act on data insights quickly.

Over time, this dynamic approach continuously fine-tunes your cost containment strategy. Fully insured employers rarely get this level of actionable insight from carriers.

Culture of Health and Accountability

Adopting both self-funding and an on-site clinic sends a strong internal message: we are taking charge of health outcomes. Leadership tends to become more engaged in health strategy when the company’s dollars are directly at stake.

Many self-insured employers form wellness committees, analyze quarterly utilization reports, and treat employee health as an investment to be managed, not just a line-item expense. The on-site clinic becomes the centerpiece of a broader culture of health — a visible symbol of the company’s commitment. This culture shift, supported by both financial and human resources, can drive greater employee engagement in wellness programs, preventive screenings, and healthy behaviors, creating a virtuous cycle of better health and lower costs.

In essence, self-funding provides financial motive and flexibility, while the clinic provides the means to achieve the desired results. Companies moving away from fully insured arrangements often use the savings freed up (from not paying insurer profit/taxes) to fund an on-site clinic or other health initiatives. It’s a strategic reinvestment: dollars that used to disappear into an insurance carrier’s coffers now go into tangible health services for your employees, which in turn further reduces costs — a positive feedback loop benefiting everyone.

For brokers and consultants, this synergy is also a powerful story: it’s a way to differentiate your client solutions by delivering hard-dollar savings and improved employee experience. When you help a client transition to a captive or self-funded plan and implement a clinic, you’re positioning them years ahead on the benefits strategy curve, with results to show for it.

Best Practices for Implementing an Employer Clinic

Embarking on an employer-sponsored clinic requires thoughtful planning. Here are key steps and best practices to ensure your clinic delivers maximum ROI and employee value:

1. Conduct a Needs Assessment

Analyze your workforce demographics and health data. What are the prevalent health conditions? Where are the current cost drivers (e.g., ER usage, specialty drugs, chronic disease)? Gather employee input — would they use a clinic, and what services do they want?

This assessment guides the clinic’s scope. For example, a company with an older workforce and high cardiometabolic risk will structure the clinic differently (focus on chronic disease management, perhaps include a dietitian) than a company with mostly young families (focus on pediatrics, urgent care, maybe maternity support).

2. Get Leadership Buy-In

Present the business case to your C-suite, tying the clinic to strategic goals like cost reduction, productivity, and talent retention. If you’re a benefits broker, help the HR team build this case with benchmarking and case studies.

It’s crucial to have finance and executive leadership on board early, as there will be an upfront investment. Emphasize the expected ROI and the cost of doing nothing (continued 6–10% cost increases). Many companies frame an on-site clinic as an alternative to shifting more costs to employees — an investment to achieve savings without reducing benefits.

3. Choose the Right Clinic Model

Based on your size and needs, decide what model fits best:

  • On-Site vs. Near-Site: If you have a large concentration of employees in one location (e.g., 700+ at HQ), an on-site clinic at that location may make sense. If your workforce is distributed or smaller at each site, consider a near-site clinic shared with other employers or a mobile clinic that rotates locations.
  • Full-Time vs. Part-Time Staff: Determine clinic hours and staffing. Smaller groups might start with a part-time provider (e.g., 3 days a week). Ensure hours align with employee shifts (some employers do early morning or evening coverage to catch employees off-shift).
  • Services Scope: Will you offer just basic primary care and urgent care, or also physical therapy, behavioral health, pharmacy, etc.? Prioritize high-impact services from your needs analysis. You can always start focused and expand later as utilization grows.

4. Select an Experienced Vendor

Partner with a proven on-site clinic provider rather than trying to staff and manage it entirely yourself. Look for a vendor with:

  • Healthcare expertise: A track record operating clinics of your size and in your industry, with strong patient satisfaction and outcomes.
  • Data and Reporting: Regular reports on utilization, health outcomes, and financial impact — critical for measuring ROI.
  • Integration capabilities: Ability to integrate the clinic with your health plan (for data sharing and care coordination) and other benefits (EAP, wellness programs, disease management).
  • Flexibility: Willingness to tailor the clinic to your needs and scale as needed.
  • Strong engagement support: A clear strategy to drive employee utilization (marketing the clinic, ongoing engagement initiatives). High utilization is key to ROI.

During RFP and vendor evaluation, ask questions such as “How will you measure and report ROI?”, “What percentage of eligible employees typically use your clinics?”, and “Can you support our specific needs (e.g., occupational health, bilingual staff, telehealth integration)?” Consider talking to references or existing clients of the vendor.

5. Design the Employee Experience

Plan the logistics and employee-facing aspects:

  • Location & Layout: If on-site, choose a convenient, visible location if possible (to remind people it’s there). Make sure the clinic space is welcoming and private. For near-site, ensure the site is easy to get to with ample parking.
  • Privacy and Trust: Communicate clearly about HIPAA privacy — that clinic staff won’t share personal health info with the employer. This is crucial for trust so employees feel safe using the clinic.
  • Launch Communication: Roll out a multi-channel communications campaign before launch. Include leadership endorsements, educational sessions, and “meet your provider” features. Emphasize the $0 cost and convenience to encourage signups. If possible, host an open house where employees can tour the clinic and meet the provider.

6. Continuous Promotion & Program Integration

  • Include reminders during benefits orientation for new hires.
  • Fold clinic messaging into wellness challenges (e.g., a weight-loss challenge kick-off with the clinic dietitian).
  • Coordinate with your health plan case managers or disease management programs — for example, when a member triggers into a diabetes program, ensure they know the clinic can provide follow-ups and monitoring.
  • Highlight success stories: “Our on-site clinic caught high blood pressure before it became a serious issue — potentially avoiding a hospital visit.”

7. Measure and Adjust

Establish metrics of success from the start. Common KPIs for on-site clinics include:

  • Utilization rate (% of employees using the clinic and how often)
  • Reduction in external claims costs (track ER visits, urgent care, hospital admits per 1,000 employees before vs. after clinic)
  • Health outcomes improvements (e.g., % of hypertensive employees under control)
  • Employee satisfaction scores with clinic services
  • Net savings and ROI (avoided costs minus operating costs)

Review these metrics at least quarterly with your vendor. If something is underperforming — say, utilization is low among night-shift workers — adjust tactics (perhaps add evening hours or targeted outreach). Continuous improvement is the name of the game.

By following these best practices, you greatly increase the odds that your employer-sponsored clinic will deliver strong ROI and high employee satisfaction. The companies that get the most from their clinics treat them as ongoing strategic programs, not just a nurse’s office. They integrate them with their broader health plan and company culture.

Elite Medical: Your Partner in On-Site Clinics and Workplace Health

When it comes to executing a successful on-site clinic strategy, having the right partner is critical. Elite Medical specializes in employer-sponsored health clinics and brings experience in helping mid-sized and large companies transition to self-funded, high-ROI healthcare solutions. We understand the unique needs of organizations with 750–5,000 employees and tailor our approach to deliver maximum value for this segment.

Why Choose Elite Medical?

Proven ROI and Cost Savings: Elite Medical has a track record of delivering measurable results. Clients see reductions in claims costs within the first year of clinic operation, along with improvements in employee health metrics. We align our goals with yours — our performance guarantees are often tied to utilization and savings targets.

Comprehensive, Customized Care: We design custom clinic solutions based on thorough pre-implementation assessments to identify your workforce’s specific health risks and cost drivers. Whether you need a full primary care clinic with integrated pharmacy, a network of near-site clinics for multiple locations, or a hybrid telehealth plus on-site model, we configure services to your needs.

Quality Providers and Patient-Centered Care: Our clinical staff (physicians, PAs, NPs, RNs, and health coaches) focus on preventive, relationship-based care. Longer appointment times and a low patient-to-provider ratio ensure employees receive attentive, personalized care. The result is better health outcomes and higher satisfaction.

Data-Driven Insights and Reporting: Elite Medical provides reporting dashboards that integrate clinic utilization data with your claims data (for self-funded clients). Every quarter, you see how the clinic is impacting your costs — ER visits avoided, chronic-condition metrics, and program-level ROI. We function as an extension of your benefits team.

Seamless Integration and Employee Engagement: We integrate our clinic operations with your existing benefits ecosystem and put heavy emphasis on engagement. From launch communications to ongoing wellness challenges run through the clinic, we make sure employees not only use the clinic but keep coming back and become proactive in their health.

Focus on Mid-Large Employers (750–5,000 Employees): Elite Medical’s sweet spot is the mid-to-large employer segment — organizations big enough to benefit greatly from a clinic but often overlooked by providers catering only to the Fortune 100. We understand budget constraints and approval processes and offer flexible pricing models to minimize upfront costs.

With Elite Medical, you are not just implementing a clinic — you are launching a strategic initiative to take control of healthcare costs and employee well-being, backed by experts who have done it for organizations like yours. Our mission is to make you successful and your employees healthier and happier.

Client testimonial: “After partnering with Elite Medical, our company’s health cost trend went from +8% annually to flat in two years. Employee feedback has been phenomenal — they love the on-site clinic. It’s been a game-changer for our culture and our bottom line.” – HR Director, Manufacturing Company (1,200 employees)

Next Steps: Start Your Journey to Lower Costs and Better Care

For HR and benefits leaders, if you’re evaluating an employer-sponsored clinic or weighing a move to self-funded insurance, now is the time to explore your options. A combined strategy of self-funding and on-site care can significantly reduce your healthcare spend and elevate your employee experience.

For HR/Benefit Leaders: Reach out for a consultation — we’ll walk you through how a custom Elite Medical clinic could reduce your healthcare costs and improve access to care for your team.

For Benefits Brokers & Consultants: Looking to deliver more value to your clients? Partner with Elite Medical to bring on-site clinic solutions and self-funding strategies to your book of business. Co-branded materials, joint presentations, and referral partnerships can help you differentiate and grow.

Empowering employers to reclaim control over healthcare costs is our focus. Whether you’re an employer or a consultant, we’re here to support you on this journey.

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