A plan with four moving parts — and one outcome: employees get healthier and wealthier at the same time
This isn't a discount card or a step-counting app. It's a licensed, employer-sponsored welfare benefit plan, structured so the incentive and the funding both come from the plan design itself — not from your budget or your employees' paychecks.
Your company adopts the plan
We review your current benefits, headcount, and payroll structure to confirm fit — typically companies from about 10 to 250+ employees. There's no change to your existing medical plan; this sits alongside it.
Employees enroll and take proactive health actions
Eligible employees opt in and complete preventive actions — things like an annual physical, biometric screening, or wellness check — the kind of proactive care that's often skipped without a reason to prioritize it.
For doing this, they receive financial incentives of approximately $1,300-$2,800 in annual store benefits for valuable equipment, supplies, and more . . . .
The plan is funded through licensed insurance design
The program uses a properly licensed insurance funding structure that creates the plan's own economics — which is how it can carry a $0 net premium for the employee and a $0 net cost for the employer, rather than being billed as a typical add-on benefit.
Automatic $$ contributions to employee accounts
Enrolled employees receive additional contributions that they own — approximately $1,100 per year (typically) — directly into their own retirement account, on top of whatever your company already offers, PLUS approximately $1,300 - $2,800 into their store accounts.
What changes for the employee, the employer, and the plan
Exact figures depend on your census, participation, and plan design — the numbers above reflect typical outcomes and are confirmed for your specific group during a plan review.