Better benefits. Lower payroll taxes. No cut to take-home pay.

Here is the two-minute, plain-English version of how the program works.

How the money moves

A program premium gets deducted from participating employees’ paychecks on a pre-tax basis, the same way your existing pre-tax deductions work. Because it’s pre-tax, it lowers taxable wages. That creates payroll tax savings for the employee and for you as the employer. Those savings fund the program, so the employee’s take-home pay doesn’t go down.

What your employees get

In return, participating employees get two things.

• Wellness benefits. $0 copay telemedicine around the clock, $0 copay on over a thousand prescriptions, mental health counseling, chronic condition support, and wellness programs. Spouses and kids are covered too, at no extra cost.
• A benefit allotment they can put toward supplemental insurance: life insurance, cancer, critical illness, accident, hospital indemnity, disability, or any mix of those. The amount is based on their income and how much they pay in taxes. It’s their money going further, not an extra bill.

What it means for you

The employer’s share of the payroll tax savings comes out to around $596 per participating employee per year. For a 100-person company, that’s roughly $59,600 a year that stays in the business instead of going to the IRS.

Who qualifies

W-2 employees covered by a qualified health plan, through you or elsewhere. It’s voluntary, and enrollment typically runs 80 to 100 percent.

What it doesn’t do

It doesn’t replace your health plan, and it doesn’t replace your broker. It sits alongside everything already in place.

Figures shown are program examples, not guarantees. Savings vary by payroll, participation, and plan design.