Premiums are paid pre-tax, that is where the significant tax savings are gained for both employer and employee. Then, by improving their wellness, employees earn benefits each month. The benefits are not taxed. The end result is new benefits, with higher take home pay, and a lower tax burden.

The plans we offer are fully insured, state-regulated, and underwritten by major US insurance carriers. There are potential issues for indemnity wellness plans that are self-funded and employer funded plans, but we work with only plans that avoid those potential issues.

How is this legal?

How does the employer make money?

Employers pay employment taxes on every dollar of payroll. We reduce your payroll, saving the employer on average $600-$900 per employee per year.

How does it work?

How does the employee make money?

Employees pay multiple taxes on every dollar they are paid on a W2. We reduce the amount flowing through W2s, the employee ends up with $50-$100/month in additional take-home pay.

Why wouldn't everyone do this?

Good question. Everyone should do this! Small employers (with less than 10 employees) may not qualify because the insurance companies will not underwrite the policies.

How do I get started?

Contact us so we can go through a simple employee census and give you exact details on how much money the company will save and how much additional take-home pay each employee will make.

I'm an employee, I want this, what do I do?

Have your employer contact us! The process is simple, does not create extra work for your employer, your fellow employees with thank you, and your employer will be thrilled!

Isn't this too good to be true?

These opportunities can sometimes sound too good to be true. In this case, the power of these benefits lies in taking advantage of the incredibly high payroll taxes we face in the US. Both employees and employers have to pay these taxes and Section 125 of the IRS code allows benefits to be taken out pre-tax, thereby lowering the taxes paid by both employee and employer. The tax savings more than pay for the benefits, netting a win for the employee, a win for the employer, and new benefits.