Qualified employers may be able to give employees additional health and wellness resources and increased take home pay all while reducing their payroll related expenses all at no cost.
Important: This is not an indemnity plan.
Estimated employer savings may be approximately $640 per participating, qualified employee per year. Actual savings depend on qualification, participation, payroll, and other factors.
Designed to create a win for the business, the employees, and HR
Qualified employers may reduce payroll related expenses by an estimated $640 per participating employee annually.
Participating employees may receive:
An extra $100 may mean groceries, gas, prescriptions, school clothes, or one less bill to worry about.
The program team handles most of:
Your team may spend approximately 3–5 hours during implementation, followed by minimal ongoing maintenance.
Preliminary estimate
Enter the number of potentially qualified, participating employees to see an illustrative estimate.
These figures are preliminary estimates for illustrative purposes only. They do not guarantee qualification, employee participation, or savings. Actual results vary and must be reviewed by the program specialists.
Does your company have at least 10 W-2 employees?
Does your company currently offer health coverage?
A "yes" does not guarantee qualification, but it may mean your company is worth reviewing.
See If My Company May QualifyThe problem is that "more" usually costs more.
You want to offer benefits employees actually value. You want to retain good people. You want employees to feel taken care of.
But every new program seems to create another expense, another HR project, or another complicated decision.
A reasonable reaction
I was skeptical too. I asked questions. I looked for the downside. And I quickly realized that trying to explain every technical detail in a message or on a webpage would only make it more confusing.
That is why the next step is not an enrollment form or a sales presentation. It is a short Discovery Call where a specialist learns about your company, answers your questions, explains how the program is structured, and determines whether your business may qualify.
Simple by design
The specialist learns about your employee count, current benefits, and general situation.
They explain how the program works, what employees may receive, and where employer savings may come from.
You receive company specific information and learn whether moving forward makes sense.
Common questions
No. The program is designed to work alongside existing health coverage, not replace or interfere with it.
No. All figures are estimates. Actual savings depend on qualification, payroll, employee eligibility, participation, wages, and plan structure.
There is no cost for qualified employers or participating employees. Qualification and plan details should be confirmed during the Discovery Call.
No, it's a SIMERP (self-insured medical expense reimbursement plan).
Because the accurate answer depends on the company. The Discovery Call allows a specialist to review your situation and provide relevant information rather than generic claims.
Most onboarding, payroll integration, enrollment, and ongoing employee support are handled by the program team.
No. It is an informational and qualification conversation with no obligation to enroll.
At this point, learning more feels like a no brainer.
When employers see the potential to strengthen employee benefits, improve take home pay, and create meaningful savings without adding another expense or burden for HR the natural next question is:
"How have I never heard about this before?"
First step:
Brief call to answer the preliminary qualifying questions to see if the discovery call with the program specialists makes sense.
We have helped small employers with as little as 10 employees to large employers with 14,000+, including municipalities and school districts.