Which of these is NOT a benefit of a self-funded plan?

In the context of self-funded health plans, accountability refers to the responsibility and transparency that comes from managing a health benefit plan. Self-funded plans allow employers to take control of their employee health benefits by assuming the financial risk for providing health care benefits to their employees. This means that they are directly involved in deciding how funds are allocated and how claims are handled.

The key benefits of a self-funded plan typically include more control over the health plan benefits and design, the potential for cost savings, as employers can avoid certain taxes and fees associated with fully insured plans. Self-funding can lead to lower costs in the long run, especially for companies with a healthy workforce. Additionally, these plans may offer rebates from insurance companies or third-party administrators based on the performance of the plan.

In this context, accountability is not traditionally categorized as a specific benefit of self-funding. Instead, it's a characteristic of how self-funded plans operate rather than a direct advantage. The employer may find that accountability comes with an array of responsibilities, such as regulatory compliance and employee communication. Therefore, while important, it doesn't stand out as a singular benefit in the same way that control, rebates, and lower costs do.