insurance brokers

Catastrophic Health Insurance: The “Cheap Premium” Fix or a Cost Shift in Disguise?

Everyone’s hunting for the same thing right now: a way to stop health insurance costs from climbing.

One idea getting renewed attention in Washington is expanding access to catastrophic health insurance plans for individuals plans with lower monthly premiums but very high deductibles. The appeal is obvious: if more people buy leaner coverage, premiums can look cheaper on paper. But there’s a tradeoff that’s easy to miss:

Catastrophic coverage doesn’t eliminate healthcare costs. What changes-  who pays and when they pay?

What is “catastrophic” coverage, really?

A catastrophic plan is designed to protect you from financial ruin if something truly big happens think hospitalization, major surgery, cancer treatment, etc.

But until you hit the deductible, you’re mostly on your own.

Under ACA catastrophic plans, coverage typically doesn’t kick in until you reach the annual cost-sharing limit, though you typically do get Wellness covered before the deductible.

And those deductibles are not small. For 2026, reporting indicates catastrophic deductibles around $10,600 for an individual and $21,200 for a household.

What’s changing now: expanding access

Federal guidance announced in September 2025 broadened the ability for some people to qualify for a hardship exemption, which can open the door to catastrophic plan enrollment in 2026 especially for people who are not eligible for Marketplace subsidies based on income.

Also on the national radar: a proposed rule package for 2027 includes additional Marketplace changes and again highlights catastrophic plans as a lower-premium option, with a public comment window running into March 2026.

Why catastrophic plans will be cheaper

Premiums are largely driven by what the plan is expected to pay. So if a plan pays less—because the member pays more upfront the premium can drop. That’s the “math” behind why catastrophic plans are back in the conversation.

And yes, for someone who is healthy, has savings, and rarely uses care, that lower premium can feel like a win.

The part that matters: the cost shift is real

Here’s the core issue: serious claims are not rare and they are getting more intense.

National spending is extremely concentrated in a relatively small share of people each year:

  • In 2022, the top 5% of people accounted for about half of total healthcare spending.
  • The top 1% accounted for about 21.7% of total spending.

That means it’s not “one in a hundred” people driving the bulk of costs. It’s more like five in a hundred driving about half of all costs in a given year before we even get into how many more people have meaningful (but not top-5%) expenses.

And in employer plan data, the severity story is similar:

  • One report notes ~1% of members exceeding $100,000 in annual claims yet accounting for ~33% of total spend.
  • Another employer-market resource points to $1M+ claims increasing sharply over recent years.

So when we talk about “catastrophic,” we’re not talking about lightning strikes only. We’re talking about a healthcare environment where high-cost episodes and chronic, ongoing needs are a meaningful part of the risk pool.

Why this could reduce premiums… and increase financial stress

Catastrophic plans can reduce premiums in two ways:

  1. Cost sharing shifts to the patient (high deductibles and out-of-pocket exposure).
  2. Healthier people may gravitate to them, which can change the mix of who’s left in richer plans.

But those “savings” don’t necessarily mean the system got cheaper. Often it means:

  • more people delaying care because they can’t afford the deductible
  • higher bad debt / payment plans / financial strain
  • more surprise when a family hits a $10k–$20k out-of-pocket year

In other words: lower premiums, higher “risk of a bad year.”

Conclusion:

Catastrophic health insurance may lower the monthly premium but it doesn’t lower the underlying cost of care. It simply shifts more of the financial responsibility to the individual at the moment they need care most. And in a healthcare environment where high-cost claims are no longer rare outliers but a growing reality, that shift matters.

May Compliance: Is Your Business Compliant?

HR Compliance

Spring is in that air and we love it here at CorpStrat®. Last month we had several questions regarding the legalization of marijuana in the workplace, how employers can protect themselves, and paystub correction inquires so we thought we would tackle theses issues in our newsletter this month.

As many of you are aware, California is one of 8 states that legalized marijuana for recreational use. Prop 64, effective January 1, 2018 outlines this however; California employers can and should ban marijuana use in the workplace to ensure a safe work environment. California employers generally cannot randomly drug test employees however, they can test under the following circumstances:

  • Pre-employment screening
  • Physical examination
  • Under reasonable suspicion
  • Post accident
  • Employees in highly regulated industry or position critical to public safety

[Read more…] about May Compliance: Is Your Business Compliant?

Ensure That Your California Business Is Compliant

Proposed HR Compliance Laws

California law makers are currently reviewing several proposed laws that effect employers of all sizes (and not necessarily in a good way.)  The following laws are likely to become effective within the next 12 months.


  • Paid Sick Leave Expansion (AB 2841) – This bill would expand the current paid sick leave law on the books per county to 10 days (80 hours) of paid sick leave.
  • Employment Protection for Medical Marijuana Users (AB 2069) – This bill would amend the Fair Employment and Housing Act to make it an unlawful employment practice for an employer to take adverse action against an applicant or employee. All because of a positive drug test for marijuana (by a medical marijuana cold holder) or because of one’s status as a medical marijuana card holder.

[An employer may still discipline an employee for being under the influence while working or being on the employer’s property. Key change relates to the area of employee accommodations. Exceptions would be made from employers who would lose a license or monetary benefit under federal law.]

[Read more…] about Ensure That Your California Business Is Compliant

Get Informed on Rising Health Care Costs

 Association Based Health Insurance – A Cure For Small Group?

Under the Affordable Care Act (ACA), employers that do not meet the 50 or more full-time or full-time equivalent employee threshold to be Applicable Large Employers (ALEs), are not required to offer health coverage. Nor do they face penalties. Not surprisingly, as a result, smaller businesses often do not offer coverage.

New regulations proposed by the U.S. Department of Labor (DOL) want to change that dynamic. And in a thriving economy, where unemployment means retention is key, health insurance is a key driver in employee acquisition and retention.

Up to 11 million Americans working for small businesses or who are sole proprietors and their families lack employer-sponsored insurance. The DOL hopes new rules on HOW healthcare plans are purchased will close the gap of uninsured Americans; without eliminating options available in the healthcare marketplace.

New Rules

The proposed regulations will allow small business health plans—known as Association Health Plans (AHP)—to expand under The Employee Retirement Income Security Act of 1974 (ERISA). This may allow the self-employed and other small businesses to band together to form their own associations for the purposes of providing healthcare coverage.

AHPs would be required to accept all applicants and could not deny individuals with pre-existing conditions or charge more for people who are sick. However, they could reduce prescription drug coverage and increase coverage in other categories to compensate for the reduction, the effect of which would be to increase costs for chronic care patients.

The employer members of these plans would need to be in the same trade, industry, line of business, profession, or to have their principal place of business in the same state, or, if in multiple states, in the same metropolitan area.

Under the current regulations, an AHP is considered a single plan only if the association has a purpose or function unrelated to offering healthcare benefits and the employer members have a common economic interest. So, few options exist and all have to comply with the ACA’s “essential benefit rules”.

The end result of these new rules, or so the thinking goes, is that this will make premiums more affordable. The trade-off is that these health insurance plans would be less extensive then what is usually required by health insurance plans offered by the current marketplace. Lots of review and legislation await the proposed offering of new association plans. However, they offer a glimmer of home to the problem of rising health insurance costs.

California Based Company Finds Outsourced HR Support Invaluable With CorpStrat HR

Kermisch & Paletz LLP is an established litigation and family law firm with over 30 years combined expertise in the areas of family law, civil litigation, immigration, mediation, and appeals. Their unique team approach to law, even in practice areas that are traditionally left to sole practitioners allows them to deliver the best results for their clients. They never lose sight of putting their clients’ needs first and to position them in the best way possible for a successful outcome. Holding similar values, the team at CorpStrat®, who are dedicated to delivering Kermisch & Paletz’s HR and risk management compliance needs.

Managing Growing Pains

Like many California-based businesses, Kermisch & Paletz LLP, was feeling the growing pains of a successful start-up business. Knowing that having a solid HR infrastructure and key staff to address employee and compliance issues would allow them time to focus on their business. In 2017, they made it a priority to seek outside HR support.

“The laws are changing in my own field, and when it comes to employment law its even more complicated,” said Jorge Velasco, Senior Partner at Kermisch and Paletz. CorpStrat® HR is our go-to for all our HR needs.”

HR and risk management compliance were just the beginning. With CorpStrat® HR, Kermisch and Paletz found a complete HR solution including payroll, employee benefits, HRIS system and much more.

“CorpStrat® HR is the best value in town,” said Mary Lu, Partner. The service level far exceeds what we were getting before.”Business people shaking hands, finishing up a meeting

Employee Relations      

CorpStrat® HR has become the key resource for all our HR related issues at Kermisch and Paletz. Whether its coaching an employee, guiding management on key issues, addressing an employee’s concern, or addressing new changes in the field of HR.

HR Compliance

CorpStrat® HR provided relief to a sensitive HR matter they were not familiar with. The depth of experience in complex matters involving different personalities and view-points was a definite advantage.

 Personalized Service

“We really enjoy working with our dedicated representative, Victoria. She is knowledgeable, proactive, responsive and the employees like her too.” A key differentiator with CorpStrat® HR is you will find them working with the client side-by-side. The HR representatives truly become part of the company’s culture.

CorpStrat® HR Value Proposition

Jorge and Mary now have peace of mind knowing they can reach out and have the guidance and expertise that CorpStrat® HR offers. With CorpStrat® HR you don’t have to spend time worrying about the nuances of HR, insurance, or payroll. Those are things you can outsource, and instead focus on what you love to do. For Kermisch and Paletz, it’s practicing law.

The Uncertainty of Googling HR Issues

Why Googling HR Issues Is A Bad Idea:

In a recent conversation with a client, we spoke of employees having access to the internet. We both agreed that this can be a blessing or a curse depending on the day of the week in the HR world. Prior to working with CorpStart HR, this client said their company handled information on employment laws and other topics one of two ways:

  •    Googling it themselves, or
  •    Calling an attorney.

Calling their attorney was often a good experience. As a trusted advisor with extensive knowledge of their business, they knew they could trust the information being provided. At times this became cost prohibitive so they would Google the issue. This resulted in a mixed bag of opinions with a sprinkle of the law depending on the subject.

[Read more…] about The Uncertainty of Googling HR Issues