Self-Insurance

Self-insurance is a risk management strategy in which an organization or individual chooses to bear the financial responsibility for potential losses, rather than transferring that risk to an insurance company. In self-insurance, the individual or organization sets aside a sum of money to cover potential losses and assumes the responsibility for paying any claims that may arise.  

For example, a large corporation may choose to self-insure for certain types of risk, such as workers' compensation or liability claims. Rather than paying premiums to an insurance company, the corporation establishes a fund to cover potential claims and manages the claims process in-house.

Key features of self-insurance include:

  • Risk assumption: Self-insurance involves assuming the financial responsibility for potential losses, rather than transferring that risk to an insurance company.

  • Cost savings: Self-insurance can potentially result in cost savings, as the individual or organization does not have to pay premiums to an insurance company.

  • Increased control: Self-insurance gives the individual or organization greater control over the claims process and may allow for more customized coverage.

  • Higher risk: Self-insurance involves higher risk, as the individual or organization is responsible for paying claims out of pocket.

Regulatory requirements: Some states or jurisdictions may require certain levels of financial reserves for self-insured entities to ensure that they are able to pay claims when they arise.

Adequate resources: Self-insured entities must have adequate financial resources to cover potential losses, as well as the resources to manage the claims process effectively.

Next Up

This month, Catalyst makes prospecting and outreach easier with AI-powered email creation, more powerful search filters, improved industry and Workers' Comp data, broader access to Mployer data through AI assistants, and improvements to Advanced Analytics.
According to Mployer Insights’ 2026 analysis of 76,000+ employer benefit plans, basic group life insurance achieves near-universal participation with an 83% employer offer rate and a 97% employee enrollment rate, driven by the fact that 96% of basic plans are noncontributory (100% employer-paid). While 47% of employers structure life insurance as a variable multiple of earnings—with 1x salary serving as the dominant national standard (62% of multiple-based plans)—flat-dollar benefit options vary widely from $8,500 (10th percentile) to $48,793 (90th percentile). Additionally, 92% of employers offer employee-paid voluntary life insurance to allow workers to bridge the gap toward the recommended 10–12x salary coverage target.
According to Mployer Insights’ 2026 analysis of 76,000+ employer benefit plans, disability insurance remains a major market differentiator, with only 41% of U.S. employers offering short-term disability (STD) and 38% offering long-term disability (LTD). While 60% salary replacement serves as the national standard across both benefit types, standard plan designs disproportionately expose higher earners due to median benefit caps of $1,602/week for STD and $8,273/month for LTD. Furthermore, alignment between STD benefit durations (median 26 weeks) and LTD elimination periods (68% at 90 days) remains a critical area for plan structure optimization.