Same funding structure. Same stop-loss. But now every employee has a Reserve account with their name on it — rolling forward, growing every year. And a Care Approved Card that makes a doctor visit take 30 minutes, not 3 hours.
Every employee gets a Member Premium Reserve carried in their name. What they don't spend rolls forward year after year. They can see it. They watch it grow. Nobody quits a benefit that keeps getting better.
One card. One tap. The card routes the payment to the right pocket automatically — the employee doesn't choose an account or file a claim. The provider gets paid the same day.
Hospitals are required by law to publish their prices. Self-pay rates are often dramatically lower than insurance billing. Your plan is built on both. Your employees see the price before they walk in the door.
No prior authorization. No claim denials. No 45-day wait for payment. No explanation of benefits that nobody can read. A doctor visit takes 30 minutes — not 3 hours of phone calls.
No more annual repricing nightmares.
You set a monthly contribution per employee. That's it. No carrier negotiation. No 6-week enrollment project.
HR exits the middleman role.
Employees understand their benefit because they can see their balance. No more explaining deductibles, copays, or why the claim was denied. HR phone calls drop to near zero.
Retention goes up.
Employees don't leave a benefit that keeps getting better. The balance with their name on it is a switching cost that works in your favor.
Reserve account administration
Care Approved Card issuance and management
Self-pay pricing access
Claims processing and adjudication
Stop-loss reinsurance coordination
ERISA and ACA compliance management
Employee onboarding and education
Monthly reporting and analytics
Pricing is customized based on your employee count, plan design, and current spend.
Get Your Custom Quote →Zero coverage gaps. Your current TPA handles run-out claims. Stop-loss continuity is maintained. All your data stays yours.
While your TPA transition is underway, your employees can start benefiting today. Enough! Wellness offers physician-guided programs in all 50 states: GLP-1 microdosing, hormone optimization, and longevity protocols.
Explore Employee Wellness →A self-insured (or self-funded) plan means the employer bears the financial risk of paying employee health claims, rather than paying a fixed premium to an insurance company. Employers typically purchase stop-loss insurance to protect against catastrophic claims.
Not necessarily. Enough! Health TPA coordinates with your existing stop-loss carrier or can recommend providers. Adding Member Premium Reserve accounts does not fundamentally change your stop-loss structure.
Instead of the employer simply paying claims as they come in, a defined share of the monthly per-employee funding is allocated to individual employee Reserve accounts. Claims are paid from the Reserve first, then Plan Coverage, then stop-loss.
Book a 30-minute consultation to confirm availability in your state.
Pricing is customized based on your employee count, plan design, and current spend. Book a 30-minute consultation to see your numbers.
Each employer’s plan operates as an independent plan document and plan trust. Enough! Health TPA does not operate as a Multiple Employer Welfare Arrangement (MEWA). Each employer’s plan is fully independent, legally separated, and ERISA-compliant.
A 30-minute consultation walks through how Reserve administration fits your current plan structure.