Add a preventive care benefit your employees will actually use, while lowering the payroll tax you already pay. Nothing changes with your current health plan or employee pay.
Built for US employers with 50 or more full-time W-2 employees, across industries including
Starting today, you can offer a supplemental preventive care benefit employees love, while lowering your FICA payroll tax and protecting your margin. The program is fully managed, plugs into your current payroll and benefits setup, and adds no new workload for your team.
It sits alongside your existing group health plan. Nothing is replaced, and nothing is disrupted.
A fully managed preventive care plan that strengthens your benefits package, lowers payroll tax, and improves access to care, with no disruption to your current coverage and no added expense.
Plan design, plan documents, ERISA and HIPAA compliance administration, payroll integration, employee enrollment, ongoing account management, and annual reporting including Forms 1094 and 1095. We handle the operational lift.
This category gets pattern-matched to "too good to be true." So we lead with the paperwork. The program is designed to comply with the Internal Revenue Code, including IRC §105(b), §106(a), §213(d), and §125, along with ERISA, HIPAA, ADA, and ACA wellness plan guidelines.
A top-100 US law firm has issued a legal opinion on the program's structure. When your CPA or benefits counsel reviews it, they see a name they recognize.
The program's economics were reviewed independently, not by a vendor-selected boutique.
Care is furnished by licensed physicians and nurse practitioners and documented in the medical record. That §213(d) clinical layer is what separates this from click-through wellness programs.
The plan avoids the fixed-indemnity structure the IRS has warned against, using a compliant wellness incentive model with employer reimbursement.
Plan documents, ERISA and HIPAA administration, and annual Forms 1094 and 1095 are prepared and maintained by our team.
Employee health information is handled under HIPAA privacy and security controls.
Prospects who care about compliance rigor are the ones we work best with. Bring your CPA to the call.
Book a 15-minute discovery callWe help companies improve benefits, compete for talent, and reduce payroll tax expense without adding cost or admin work. Savings start on the first pay cycle after launch, not at year-end.
No setup fee, no recurring invoice, no percentage of your savings. We're compensated by the carriers whose products participate in the program.
Works with your existing payroll provider. No manual calculations, no extra HR workload.
Compete with the benefits package of companies ten times your size, without adding a line to the P&L. Enrolled employees renew at over 90% year over year.
Savings accrue from the first payroll run and show up on your quarterly Form 941 almost immediately.
Onboarding, employee communication, and enrollment are handled by our team. Yours reviews and approves.
Send three months of payroll data and you get exact eligible headcount and dollar figures within 5 business days. Then you decide.
In under 30 seconds, see roughly what your company could keep through payroll tax savings. This is an estimate; your written proposal uses your actual payroll.
From first conversation to live program in 30 to 45 days, with minimal lift from your team.
We review three months of payroll data and return a written proposal showing exact eligible headcount and projected savings within 5 business days. You see real numbers before committing.
Our team works directly with your payroll provider to configure the plan, then handles employee education, enrollment, and support through a guided digital process.
Savings begin on the first pay cycle after launch. Employees have access to virtual care, prescriptions, and mental health benefits from day one of the effective date.
No disruption. No manual work. A hands-off rollout in 30 to 45 days.
Annual payroll tax savings retained by companies on the program.
A supplemental medical benefits program that layers on top of your existing group health plan. It delivers real preventive care to employees at no out-of-pocket cost while reducing the employer's payroll tax. It does not replace, disrupt, or compete with your current health insurance.
The program uses a compliant pre-tax structure that reduces the employer's FICA liability. Savings run up to $1,186 per qualified full-time W-2 employee per year, depending on wages, hours, filing status, and elections. A 100-employee company typically sees $85,000 to $100,000 a year at normal participation.
No. The program sits alongside your existing health benefits and integrates directly with payroll. There is no change to your current plan and no added complexity for HR or finance.
There is no upfront cost, no ongoing invoice, no minimum spend, and no cancellation penalty. We're compensated by the carriers whose products participate in the program, not by taking a percentage of your savings. You keep 100% of what the program generates.
Typically 30 to 45 days from signed engagement letter to launch. Our team handles implementation, including payroll coordination, employee onboarding, compliance documentation, and support.
The program is designed around IRC §105(b), §106(a), §125, and §213(d), and follows applicable ERISA, HIPAA, ADA, and ACA guidelines. It is backed by a legal opinion from Baker Donelson and an independent actuarial analysis from Deloitte. We welcome review by your CPA or benefits counsel before you sign.
No enrolled participant ends up net-negative on take-home pay. Where the paycheck math would produce that outcome for an individual, that employee is removed from the plan. This is an operational commitment, not marketing language.
US-based companies with at least 50 full-time W-2 employees. It works across industries; workforce stability matters more than sector. It is not a fit for K-12 or higher education, unionized workforces, or very high-turnover businesses.
Find out what your company could keep in payroll tax savings while offering your team a benefit they'll actually use. Bring your CPA if you'd like.