Primary and urgent care
Unlimited in-network visitsEveryday illness, minor injuries, routine concerns. Visit charges covered at 100%.
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.
One plan gives your people doctor visits, mental health support, and everyday prescriptions. It runs through payroll, which is where the employer savings come from. It works alongside your major medical, not instead of it.
The problem
Every year it costs more. Every year it covers less.
Renewals come back higher. You pay more, your people pay more, and everyone gets less. So they skip the doctor, stretch their prescriptions, and hope for the best, until something small becomes something expensive.
The Plan
Care your people will actually use
Doctor visits covered at 100%. About 85% of common prescriptions at $0. Built for the everyday stuff people put off.
Primary care, prescriptions, counseling, preventive services, health monitoring, eligible family access, and virtual veterinary guidance.
$0 copay prescriptions
About 85% of common medicationsEveryday prescriptions with no copay at the counter.
Employee plus eligible family access.A doctor, day or night
Board-certified clinicians, 24/7A real clinician by phone or video, whenever you need one.
Employee plus eligible family access.Mental health support
Licensed therapists and counselorsConfidential help for stress, anxiety, and the hard seasons.
Employee plus eligible family access.Prevention and monitoring
Screenings, labs, and vitals trackingCatch small things before they become big things.
Screenings and labs: employee only. Vitals tracking: employee plus eligible family. General wellness purchases are not represented as tax-qualified medical expenses.Family and pet guidance
Support beyond the employeeEligible family members included, plus virtual vet guidance for the 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.
A supplemental health and wellness benefit offered through a Section 125 cafeteria plan. Works alongside major medical, which stays in place. Exact services, networks, formularies, availability, and eligibility are governed by the final plan documents.
The math
Run your payroll numbers
Two inputs. One estimate. See what the employer could save in a year.
See the real paycheck effect
See every deduction, employer contribution, and the Plan cost on a paycheck before anyone is asked to join.
Only employees who meet the criteria and show a positive projected paycheck result proceed to voluntary election.Measure the eligible payroll opportunity
Salary-reduction contributions used to buy qualifying health coverage may be excluded from FICA wages. Calculated from projected participants, not total headcount.
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 match your workforce. The confidential review replaces this public scenario with your payroll, your eligibility results, real Plan costs, and the tax treatment your advisors will stand behind.
Projected participating employees80
Approximate annual employer savings~$45,600
The path
From first call to everyday care
Four steps. Nothing moves forward on an estimate alone.
Workforce information, payroll estimates, advisor review, and implementation.
- 01
Tell us about your company
Thirty minutes. Headcount, payroll, current coverage. No employee records needed.
- 02
See your numbers
We model it on your payroll and your workforce, not a national average.
- 03
Your advisors review it
Documents, fees, and responsibilities in writing. Your legal and tax advisors read it over.
- 04
Your people get the care
Enrollment only starts after you approve the numbers.
Before you book
Questions we get asked first
Straight answers to the practical ones.
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.
For agents and brokers
Already advising employers?
Bring The Plan to the clients you already have. We carry the payroll screening, the plan documents, and the diligence file. You keep the relationship.
Request a confidential review
Tell us about your company. We'll come back with whether The Plan fits, what we would need to model it properly, and who should be in the room.
No employee health information, Social Security numbers, or payroll files are needed here.