CAPTIVE INSURANCE IN THE CONSTRUCTION WORLD

Captives are becoming increasingly as insureds begin to assess the risk vs reward of the traditional insurance market. A captive insurer is an insurance company, wholly owned and controlled by its insureds, with the purpose of covering the insureds’ risks WHILE allowing the insureds to benefit from any underwriting profits.

There are a few misconceptions regarding captive insurance programs. Some examples are:

  • We are too small for a captive
  • We don’t like the idea of going self-insured
  • Captives are too difficult to understand
  • We don’t have the capital to fund a captive

These are common myths regarding why captives aren’t for you. Let’s debunk them.

We are too small. Surprisingly captive insurance programs can be for insureds paying as low as $150k for casualty insurance.

Self-Insurance is not for us. Captives are not considered “self-insured” programs. Captives, like traditional insurance companies, pull premiums from all their insureds to pay losses and cover overhead. Captives use the philosophy to only insure the best in class contractors – therefore, allowing for savings and underwriting profits to be returned to the insureds.

Captives take too long to put together. It’s possible to perform a feasibility study in a matter of a few days, and then form or enroll a captive within a couple of months.”

Finally, capitalization for captives is much less than most think. It can differ based on size and claims history, but chances are, if you are paying $300k a year for insurance, the capitalization costs will be exceeded by the savings very quickly.

Captives are built for the construction company that has a long term focus on safety and risk management and want to be rewarded for their low loss ratios. Upcoming hardening of the insurance market will continue to increase popularity in captive programs.

About the Author

Dillon Rosenhamer
Dillon Rosenhamer

Share This Story

Stay Updated

Subscribe to the INSURICA blog and receive the latest news direct to your inbox.

Related Blogs

New Federal Guidance Tightens Oversight of Health Plan Data Sharing

July 8th, 2026|Blog, Employee Benefits|

Federal regulators have issued new guidance that will affect how employers manage health plan data sharing for the rest of 2026. The update comes in response to a rise in cybersecurity incidents involving third-party administrators, payroll vendors, and benefits platforms. While the rules do not create new penalties, they clarify that employers—not vendors—are ultimately responsible for protecting employee health information.

Mental Health Parity Requirements Remain in Effect

July 7th, 2026|Blog, Employee Benefits|

Mental health parity continues to be an important compliance obligation for employer-sponsored group health plans. While recent federal actions have created some confusion, employers should understand that the core requirements of the Mental Health Parity and Addiction Equity Act (MHPAEA) remain in effect.

The 2026 Compliance Crunch: What Employers Must Do Before Fall

July 6th, 2026|Blog, Employee Benefits|

Employee benefits managers are facing one of the busiest compliance years in more than a decade. Several major federal requirements are converging at the same time, and most of them carry real penalties for employers that miss deadlines or fail to document their efforts. The result is a mid-year “compliance crunch” that is catching many organizations off guard.

Go to Top