Primary and urgent care
Unlimited in-network visitsOffice visit charges are covered at 100% for everyday illnesses, minor injuries, and routine concerns.
For enrolled employees; eligibility and covered charges follow The Plan.For employers with W-2 employees in any industry
More care for employees.
More value from payroll.
The Plan adds primary and urgent care, 24/7 virtual doctors, mental health support, common prescriptions, preventive services, and eligible family access without replacing major medical.
Employee accessCare people can use
Everyday medical, mental health, prescription, preventive, and eligible family support.
See what employees receive ↓Paycheck + employer opportunityPositive before election. Model your savings.Screen the employee paycheck result, then estimate the company opportunity from projected participants.
Open the calculator ↘What employees receive
Six services included in The Plan.
Primary and urgent care, virtual doctors, mental health, prescriptions, prevention and monitoring, plus eligible family and virtual veterinary guidance. Major medical stays in place.
Primary care, prescriptions, counseling, preventive services, health monitoring, eligible family access, and virtual veterinary guidance.
$0 copay prescriptions
About 85% of common medicationsA broad formulary makes many everyday prescriptions available at no member cost.
Employee plus eligible family access.A doctor, day or night
Board-certified clinicians, 24/7Connect from home or on the road for evaluation, guidance, and prescriptions when clinically appropriate.
Employee plus eligible family access.Mental health support
Licensed therapists and counselorsConfidential help for anxiety, depression, stress, relationships, and family concerns-before a difficult season becomes a crisis.
Employee plus eligible family access.Prevention and health monitoring
Screening, labs, and vitals trackingPlan-covered preventive services and health monitoring can help employees spot changes sooner and have better-informed care conversations.
General wellness purchases are not represented as tax-qualified medical expenses.Family and pet guidance
Support beyond the employeeSeveral care services may extend to an enrolled employee's eligible spouse and dependents, with virtual veterinary guidance available for household pets.
Family eligibility and virtual veterinary guidance follow the controlling plan documents; veterinary guidance is not a tax-qualified medical expense.Mental health support is a core part of The Plan.
Exact services, networks, providers, formularies, availability, coverage, and family eligibility are governed by the final plan documents and approved employer configuration.
Employee paycheck + employer opportunity
Screen the paycheck. Then model employer savings.
Start with employees expected to meet the eligibility and positive-paycheck criteria, then apply your expected participation rate.
See the real paycheck effect
A gross-to-net illustration shows each deduction, employer contribution, taxable amount, and Plan cost before an employee is invited to elect The Plan.
Only employees who meet the criteria and show a positive projected paycheck result proceed to voluntary election.Measure the eligible payroll opportunity
Qualifying salary-reduction contributions used to purchase qualifying health coverage may be excluded from FICA wages.
Your savings analysis uses your workforce, payroll, Plan costs, and actual tax treatment.Example scenario~$45,600 at 100 employees
Illustrated at 80% projected participation. Change the inputs to model your workforce; the confidential review replaces the public scenario with payroll, eligibility results, Plan costs, and supported tax treatment.
Projected participating employees80
Approximate annual employer savings~$45,600
Company review
If you employ W-2 employees, start here.
Industry does not determine fit. Company size, ownership, payroll systems, current coverage, and reviewer responsibilities determine how the review is completed.
01Small privately owned
Everyday care with payroll analysis for the owner.
Owner-led • lean administration • one payroll relationship
View review requirements ↗02Middle market companies
Add usable care without replacing existing coverage.
Established coverage • cross-functional approval • multiple payroll groups
View review requirements ↗03Private equity
Review one operating company at a time.
Multiple companies • repeatable diligence • EBITDA focus
View review requirements ↗04Large organizations
Calculate each employee population separately.
Distributed workforce • multiple systems • formal governance
View review requirements ↗Why prevention matters
Earlier access can lead to earlier action.
When everyday care is easier to reach, employees have more opportunities to ask questions, identify concerns, and seek appropriate help before concerns become more serious.
Provide access
Earlier care
Primary care, counseling, preventive services, and common medications are available through The Plan.Respond sooner
Earlier action
Employees can ask questions, identify concerns, and begin appropriate care.Reduce escalation risk
Potentially lower downstream risk
Earlier action may help limit avoidable complications. Outcomes are not guaranteed.Why prevention matters nationally
Chronic disease drives much of the nation's $5.3 trillion in annual healthcare costs. CDC and CMS emphasize prevention and early detection. The workplace can expand that access years before Medicare eligibility.
What advisors validate
Turn a preliminary scenario into a documented decision.
Qualifying salary-reduction contributions for qualifying health coverage may be excluded from FICA wages when the written plan and actual operation satisfy the applicable requirements. Finance, payroll, tax, and plan advisors verify the final treatment.
Review the federal boundaries
The Resources center explains the IRS authorities, payment rules, substantiation requirements, and claims that the federal guidance does not support.
Website wording does not determine tax treatment. The written plan, actual payments, substantiation, payroll reporting, and operation control.- 01
Written election
Eligible employees elect qualifying health coverage under the employer's written Section 125 plan.
- 02
Qualifying coverage
Pre-tax salary reduction is applied only to qualifying coverage described by the written plan and supported by applicable tax rules.
- 03
Employee payments
Cash rewards, fixed payments, premium refunds, and amounts unrelated to substantiated medical expenses are not represented as tax-free.
- 04
Payroll reconciliation
Finance verifies deductions, employer funding, vendor invoices, taxable amounts, and actual payroll-tax results after launch.
The approval file
Review the documents before approval.
Confirm the tax mechanics, responsibilities, privacy safeguards, and operating procedures in the same diligence record.
Written plan
Plan Document and plain-language Summary Plan Description.
Tax structure
Section 125 mechanics, elections, and payroll treatment.
Fair access
Eligibility rules and nondiscrimination testing.
Governance
ERISA duties, claims, notices, and fiduciary roles.
Privacy
HIPAA roles, data access, safeguards, and vendor agreements.
Operations
Network, formulary, coded interactions, support, and reporting.
Decide on evidence
We do not call The Plan “IRS-approved” or promise an outcome. Your advisors review the final facts.
What happens after the calculator
Review first. Commit second.
Confirm fit, identify the eligible population, complete diligence, then prepare the rollout. Nothing moves forward on an estimate alone.
Workforce information, payroll estimates, advisor review, and implementation.
- 01
Confirm fit
Review your workforce, coverage, payroll, timing, and decision criteria.
- 02
Identify eligible employees
Use one secure payroll period to identify employees who meet the criteria and show a positive projected paycheck result.
- 03
Complete diligence
Your advisors review the structure, documents, responsibilities, and rollout plan.
- 04
Prepare the rollout
Coordinate setup, payroll mapping, communication, enrollment, and support.
Before you book
Four remaining questions.
The calculator and diligence sections answer the economics and compliance questions. These cover the practical handoff.
Does The Plan replace major medical?
No. It is supplemental health and wellness designed to work alongside existing major medical coverage.
What does the first review require?
Only business context. Do not send payroll or health information here. If you proceed, we establish a secure payroll-review process.
Who should join diligence?
Usually an executive sponsor, finance, payroll, legal or tax counsel, and the advisor responsible for existing health coverage.
What happens after launch?
The operating model covers enrollment, support, payroll reconciliation, reporting, administration, and escalation.
Start your review
Bring the right first inputs.
Share your workforce size, payroll environment, current coverage, and decision objective. We'll explain likely fit, the information needed to model it, and the right people to involve.
No employee health information, Social Security numbers, or payroll files are needed here.