See what WellthCare would do for your team
Two steps. Your details, then a time that works. No disruption to your current plan.
Start with a 30-minute call
Tell us who you are and pick a time on the next screen. We’ll bring your numbers and every document your advisors will want to see.
Healthcare that pays you back.
The first Health-to-Wealth™ benefit system: preventive care turned into real money — $0-co-pay visits, Store rewards, automatic Pension deposits — at zero net cost to you, and no change to the plan you already have.
- Patent-pending
- ERISA-reviewed by counsel
- With or without major medical
The squeeze runs both ways
Employers
Premiums climb, wages climb, turnover stays brutal. BUCA-grade benefits stay out of reach.
Employees
The same squeeze from the inside. A high deductible pushes care later, and the year ends with nothing saved.
Roughly 80% of physicians say patients delay or refuse care over cost, with deductibles the leading driver.
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.
Care
$0 co-pay care, used first
Everyday care runs through WellthCare before it reaches your existing plan. Savings your people notice immediately.
Store
Free money at the WellthCare Store™
3,000+ FSA-approved, health-boosting products, funded by the rewards they earn for taking care of themselves.
Pension
Free money into their Pension
Automatic deposits, no employee action needed. Savings that build whether or not anyone opts in.
Two employer realities. One system for both.
Whichever one you are, nothing about your current plan has to change.
Without major medical
When carrier pricing is out of reach
Real healthcare and retirement benefits your team will actually use, without a BUCA cost structure.
- $0-co-pay, $0-deductible urgent care, primary care, Rx, labs, and mental health
- Automatic Pension contributions
- Store dollars earned for preventive care
With major medical
When premiums keep climbing
WellthCare runs alongside your plan and gets used first, so a high deductible stops pushing care later and more expensive.
- Fewer claims reaching the plan you already pay for
- Less waste, healthier employees, better retention
- Readiness Index™ data showing whether and when a plan change makes sense
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
AI-assisted plans of care are reviewed by a nurse practitioner and a physician.
What it’s worth to your people
Per employee, per year.
$2,800–$10,000
saved in out-of-pocket costs
$1,300–$2,800
earned in Store rewards
$1,100+
deposited into their Pension
25–50 hrs
given back by virtual care
Plus $0-co-pay care for employees and their family, free Rx and labs, and bill-review services that reduce hospital bills by 70% on average.
Ranges are typical outcomes, not guarantees. We'll walk through what they come to for your own headcount on the call.
Why employers say yes
Fewer claims
Preventive care gets used first, so fewer claims reach the plan you already pay for — typically 9–17% lower premiums over time.
Lower costs
Employer payroll taxes typically drop. 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.
Premiums went down for the first time ever.
Darron HackerCEO, Exact Benefits Group
This feels like a raise — not just a benefit.
Brock McKinleyCEO, Compass Financial
I’m exercising, because I love the instant prizes.
Angie BlattelCOO, Appreciation Financial
The engine underneath
Patent-pending, automated, and audit-ready. Employees use the app; nobody at your company administers it.
- Tracks 77+ verified preventive actions
- Maps each one to validated CPT codes
- Keeps audit-ready compliance records
- Funds each employee’s Pension, Store balance, and $0-cost care eligibility automatically
Rewards, reporting, and regulatory tracking run in real time. Your HR team keeps its calendar; we handle care and billing questions.
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.
“WellthCare™ is fully compliant and unique. It addresses medical care needs not covered under traditional coverage and it includes wealth accumulation features.”
Your advisors will have questions. Good. Bring them.
It starts here. It doesn’t stop here.
WellthCare begins as a zero-risk add-on. Everything after it is optional, and earned by your own data rather than by pressure.
WellthCare Store™
Real dollars, earned instantly for preventive actions.
WellthCare Readiness Index™
Turns actual usage into a report on what your current plan is costing you.
WellthCare Rx™
Transparent pass-through pharmacy pricing in place of an opaque PBM — typically 20–40% below traditional PBM cost.
WellthCare Medicare™
Keeps Medicare-eligible employees in-system and off the group plan.
WellthCare Complete™
A self-funded alternative to your current plan, typically 25–40% below total current healthcare cost — if and when your own data says so.
No assumptions and no pressure — just clarity at renewal.
Questions a CFO would ask
Is this insurance?
No. Not insurance, not a wellness program, not an HMO, not a perk. It is a benefit system that works alongside the health plan you already offer, and your plan stays exactly as it is.
What does it cost the employer?
It is structured as a zero-net-cost add-on, 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. No disruption, no change of carrier, no re-enrolment. WellthCare simply gets used first for everyday care, which 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), operating within ERISA, HIPAA, and ACA requirements. Formal ERISA and tax opinions 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, so employees gain Store dollars and Pension deposits without watching their paycheck shrink.
Do we have to adopt the rest of the ecosystem?
No. WellthCare works on its own indefinitely. The Readiness Index™ reports what your own utilisation data shows, and whether to act on it is your call — at renewal, or never.
What's the catch?
Fair question, and now is the right time to ask it. The incentives line up: when preventive care is used first, claims against your existing plan fall, and the economics that creates 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.
Thirty minutes, your own numbers, and every document your advisors will want to see.
- 30-minute call
- Personalized Pension & Store projections
- No disruption to your current plan