What would WellthCare mean for your company?
Three inputs. Your numbers in seconds. No disruption to your current plan.
Healthcare that pays you back.
The first Health-to-Wealth™ benefit system. It adds real money to your employees’ pockets and retirement, at zero net cost to you, with no disruption to your current plan.
- Works alongside your existing plan
- No plan changes
- W-2 employees
Frontline employers are squeezed from both sides: premiums climb, wages climb, and turnover stays brutal, while BUCA-grade benefits remain out of reach. Employees feel the same squeeze from the inside. They put off preventive care, and they finish the year having saved nothing for retirement.
How it works
WellthCare works alongside your existing health plan and gets used first. Employees get $0-co-pay care, earn free money at the FSA Store, and build their Pension automatically. Employers see fewer claims, lower costs, and higher retention — with no disruption.
$0 co-pay care, used first
Everyday care runs through WellthCare before it ever reaches your existing plan. Out-of-pocket savings your people notice immediately.
Free money at the WellthCare Store™
3,000+ FSA-approved, health-boosting products. “This feels like a raise.”
Free money into their Pension
Automatic retirement deposits, with no employee action needed. Retirement savings that build whether or not anyone opts in.
What’s included
- Health assessments & preventive screenings
- Telehealth & virtual urgent care
- Primary-care visits & chronic-condition management
- Prescriptions & pharmacy support
- Lab & diagnostic testing
- Mental-health tele-counseling
- Care navigation & coordination
- Medical bill review & cost-transparency tools
Care pathway note: AI-assisted plans of care are reviewed by a nurse practitioner and a physician.
Why employers say yes
Fewer claims
Preventive care gets used first, which means fewer claims reaching the plan you already pay for.
Lower costs
Employer payroll taxes typically drop, while employee take-home pay stays about the same.
Higher retention
Better care. Lower claims. Higher retention. A benefit people can feel in the same month they earn it.
Nothing is sold on promises. Everything is sold on proof.
Structured, not improvised
A self-insured medical indemnity plan under IRC §§125, 105, 106, and 213(d), operating within ERISA, HIPAA, and ACA requirements.
Opinions on file
Formal ERISA and tax opinions exist and are shareable under NDA. Not summarized: the actual documents.
Legal defense coverage
Coverage is in place, because a structure worth adopting is a structure worth defending.
Clear eligibility
W-2 employees enrolled in the employer's Section 125 plan. Owners, partners, self-employed individuals, and >2% S-corp shareholders are not eligible.
Your advisors will have questions. Good — bring them.
Questions a CFO would ask
Is this insurance?
No. WellthCare is not insurance, and it is not a wellness program, an HMO, or a perk. It is a benefit system that works alongside the health plan you already offer. Your plan stays exactly as it is.
What does it cost the employer?
It is structured as a zero-net-cost add-on. Rather than adding new employer spend, the program is funded through the tax efficiency created inside your existing Section 125 plan, so the employer contribution is offset rather than added. Your advisors will want to walk that through line by line. That is the expected outcome, not an obstacle.
Does it replace our current plan?
No. There is no disruption to your current plan, no change of carrier, and no re-enrolment. WellthCare simply gets used first for everyday care, and that is precisely what reduces the claims reaching your existing plan.
Is this compliant?
It is structured as a self-insured medical indemnity plan under IRC §§125, 105, 106, and 213(d), and it operates within ERISA, HIPAA, and ACA requirements. Formal ERISA and tax opinions exist and are shareable under NDA, and legal defense coverage is in place. Bring your own counsel. The structure is built to be examined.
Who's eligible?
W-2 employees enrolled in the employer's Section 125 plan. Owners, partners, self-employed individuals, and more-than-2% S-corporation shareholders are not eligible.
Does employee take-home pay change?
Take-home pay stays about the same. The tax efficiency inside the Section 125 plan does the work, which is how employees gain Store dollars and Pension deposits without watching their paycheck shrink.
What's the catch?
Fair question, and the right time to ask it is now. The model works because the incentives line up: when preventive care is used first, claims against your existing plan fall, and the economics that creates are what fund employee value. There is no separate pot of money and nothing hidden in the mechanics. Every claim on this page is documented, and the opinions behind it are available under NDA.
This isn’t insurance as usual.
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- Personalized Pension & Store projections
- No disruption to your current plan