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When an organization transitions from a fully-insured health plan to a self-funded model, its legal exposure under HIPAA changes dramatically. While fully-insured plans leave most of the regulatory burdens with the insurance carrier, a self-funded plan acts as its own independent Covered Entity. This requires plan sponsors (employer group) to establish strict HIPAA firewalls, manage Third-Party Administrator (TPA) Business Associate Agreements, designate compliance officers, and conduct mandatory annual employee training. Learn how to protect sensitive health data and avoid costly penalties during and after your benefit transition. Here is what every plan sponsor needs to know about maintaining self-funded health plan HIPAA compliance, establishing administrative safeguards, and managing vendor relationships effectively.