Give employees more ways to access everyday health and wellness services alongside your existing medical plan. For qualifying employers, a properly structured and administered arrangement may also offer payroll tax savings.
Benefits, eligibility, contributions, fees and tax results depend on the selected program, employee elections and applicable rules.
Even with major medical coverage, employees may look for easier ways to access routine care, medications and preventive services.
Copays and other expenses can influence how employees seek care.
Routine services and support vary across medical plans.
Employees have different care and wellness needs.
Employers want meaningful benefits while monitoring total cost.
For Employees
A supplemental health and wellness program designed to complement your existing healthcare benefits with selected additional services. It does not replace major medical coverage.
More Ways to Access Care*
$0 covered telehealth and virtual care*
$0 prescription support for eligible medications*
Preventive care, vaccines and screenings
Behavioral and mental health support
Women’s health resources and screenings
Mobile app access to selected benefits
Designed for Net-Neutral Take-Home Pay*
Eligible enrolled employees receive a Wellness Benefits Card for eligible medical expenses.
Plan terms. Overview only. See governing plan documents, the Summary Plan Description and any applicable Summary of Benefits and Coverage. Enrollment is voluntary and requires valid employee election and authorization. Selected benefits, $0 services and card use follow plan eligibility, contribution, coverage and expense rules.
Payroll and tax treatment.* Actual take-home pay depends on employee elections and applicable tax treatment. Pre-tax treatment requires a qualifying written Section 125 plan and proper operation. Tax-free card benefits require eligible, substantiated medical expenses not paid by another source.
Where included, eligible employees can use a Wellness Benefits Card for qualified medical expenses, subject to plan rules, limits and substantiation. The card is not additional cash wages.
Available services and limits depend on the selected program and governing plan documents.
Before enrollment, employees receive details on available services, required contributions and how participation may affect their paycheck. Results depend on individual eligibility, elections and plan terms.
For Employers
A supplemental health and wellness program designed to complement existing healthcare benefits, with potential employer payroll tax (FICA) savings. It does not replace major medical coverage.
Support Your People and Your Benefits Budget
Retention support. Add health and wellness benefits to your retention strategy.
Employee satisfaction goals. Offer more resources for employees’ health and wellness needs.
Recruitment tools. Give hiring teams additional benefits to highlight.
Health insurance costs. Direct any realized savings toward premiums or other priorities.
Illustrative Savings of About $50 Per Participating Employee Per Month*
Estimated savings after the assumed program fee.
Plan and tax requirements. Overview only. See governing plan documents, the Summary Plan Description and any applicable Summary of Benefits and Coverage. Participation is voluntary and requires valid employee election and authorization. Pre-tax treatment requires a qualifying written Section 125 plan and proper operation.
Employer estimate.* About $50 is rounded from a model using $1,200 in total monthly legally FICA-exempt elections, the full 7.65% employer FICA rate and an assumed $40 monthly program fee. Actual savings depend on qualifying payroll amounts and participation. Financial and business outcomes are not guaranteed.
Highlight supplemental services in benefits and recruiting communications.
Review program costs alongside potential payroll tax savings.
Coordinate payroll setup, employee education and ongoing administration.
Tax results depend on valid elections, qualifying benefits, payroll administration and applicable law; no savings are guaranteed.
PEO and other special payroll arrangements require separate review.
Discuss your workforce and current benefits.
Evaluate services, employee impact and employer costs.
Confirm documents, administration and payroll requirements.
Explain benefits, contributions and election or opt-out instructions.
Implement benefits and provide ongoing support.
Employer financial impact depends on workforce eligibility, employee elections, taxable wages, the selected plan and its costs. We review these inputs to prepare an employer-specific illustration.
Tax results depend on valid elections, qualifying benefits, payroll administration and applicable law; no savings are guaranteed.
Share a few basic employer details to explore supplemental benefits and potential payroll tax savings.
Tax results depend on valid elections, qualifying benefits, payroll administration and applicable law; no savings are guaranteed.
No employee-level payroll or health information is needed for the initial conversation.
Start with a short discussion about your benefits, workforce and goals.
Schedule a Benefits Review