A preventative healthcare layer that runs on top of your existing plan. Employer-side payroll tax savings start in the first payroll cycle. Claims reduction compounds over the following 12 to 36 months as chronic conditions get caught and managed earlier. Zero employee cost.
Run My NumbersYour carrier, your network, and your employee cost-sharing all stay where they are. Nothing about the existing plan changes.
Employer-side federal payroll tax savings, structured through a Section 125 framework. Real money in the first month, not a soft wellness ROI projection.
Participating employees pay nothing. Engagement is built in by structure, not by gym discounts or step challenges.
Self-funded and level-funded plans see an additional 10 to 20 percent reduction on overall healthcare costs on top of the payroll tax savings, building through years two and three. Actual numbers come from a census-based projection at the assessment stage.
At least 20 full-time W2 employees, US-based, in one of these sectors:
A CEO, President, Owner, or CFO is the right person to evaluate this. The first conversation is not an HR conversation.
A few categories where the mechanism still applies but the dollars usually don't justify the lift: single-location retail, single-location restaurants, workforces where most employees are part-time, where most earners are above $100K, or where turnover runs above 35 percent. The financial structure is the same in those cases. The absolute savings numbers are not.
About three minutes. We use the answers to project your per-employee savings and confirm program fit before any call.