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Employers necessarily keep a close eye on their health insurance costs. And with companies desiring more control over costs and transparency in cost increases, many are considering — and moving to — self-funded models. One  report on the “uptick” in interest is provided by InsuranceNewsNet.com.

Indeed, as more employers consider the option, Employee Benefit Adviser reports on an increasing trend of smaller companies moving to self-funding. One reason for the change: Gaining “access to detailed claims reports.”

Another reason, according to the report: “Access to information enables employers to better help their workers with issues like chronic illness, [Joe Ellis, senior vice president at CBIZ Benefits and Insurance Services] says. ‘If they don’t know, they’re impotent to impact that employee — and that’s a shame.'”

And that's where workplace wellness programs play a big role.

The piece continues: “Wellness programs can be a big help, as self-funded employers can use that data to identify health risks, says Cathy Kenworthy, CEO of Interactive Health. “'Knowledge of health risk creates the opportunity to act upon it,” she says.”

And when health results improve, employers can see “instantaneous results,” EBA reports.

Says Kenworthy: “Employers can experience immediate impacts of improved employee health on productivity, absences, short-term disability and recordable injuries. The greatest savings and returns come with employer programs that are comprehensive. The right program design works with speed and acts as a catalyst for employees to act on health risks.”