Give your employees better healthcare access and put $53 per employee per month back into your business.
A federally-supported preventative care program that costs nothing out of pocket, requires no change to your existing health insurance, and pays the average employee an extra $100–$150 in monthly take-home pay.
Built on Sections 125, 105(b), and 213(d) of the Internal Revenue Code. The same pre-tax election mechanism that funds HSAs and FSAs.
Sits alongside your existing group health plan. Doesn't replace coverage, doesn't change your broker, doesn't change premiums.
EHP runs the enrollment, the app, and member services. Your HR team configures payroll once at setup. That's it.
Six concrete benefits, available the day after enrollment.
Every benefit extends to a spouse and up to five dependents at no additional cost.
Unlimited virtual primary care visits with a real, board-certified doctor - no copay, no deductible, available the same day in most cases. Spouses and up to five dependents are covered on the same plan.
When something happens at 11 PM on a Saturday, the choice should not be "$300 ER copay or wait until Monday." 24/7 urgent care with board-certified physicians is included for every employee and family member.
Most common generic prescriptions filled at $0 to the employee, with deep discounts on brand-name and specialty drugs. Technically a discount plan - the discount just happens to be 100% on most generics.
Talk therapy, psychiatric consultation, and crisis support - available to every W-2 employee and every family member on the plan, with no copay and no deductible.
A clinically supervised weight health program - including access to GLP-1 medications when medically appropriate - without the standard $1,000+/mo out-of-pocket bill.
Most benefits programs charge a per-dependent premium. This one extends every benefit - primary care, urgent care, mental health, prescriptions, weight health - to a spouse and up to five dependents at no additional cost.
What this looks like for a 100-employee business.
Industries where this works especially well.
A 30+ hour W-2 workforce, thin margins on labor, and healthcare claim costs that quietly climb every renewal - manufacturing fits this program almost too well.
Teachers, paraprofessionals, custodial, and food-service staff are almost entirely W-2 and 30+ hours - and FICA savings can fund the retention budgets your levy can't.
City and county workforces look almost identical to school districts from a benefits standpoint - W-2, stable, family-oriented, and on a group plan that's getting more expensive every year.
Healthcare systems care more than anyone about claim mitigation - and have the most to gain from getting routine primary care and Rx volume off their own group plan.
Higher average wages mean larger per-employee FICA savings, and a benefits-aware workforce takes high-engagement programs seriously when they're real.
Field crews are W-2, 30+ hours, and often the family's only insured earner - exactly the workforce this program was built for.
Four steps. About four to six weeks.
- 01Discovery call
30 minutes with EHP's presenter. We walk through the program, your eligible head count, and a rough savings estimate.
- 02Payroll census
If it looks like a fit, you share a redacted payroll census. EHP returns an exact proposal with your real numbers.
- 03Proposal & legal review
Your team reviews the plan document, SPD, and savings projection. We coordinate any legal or board approvals you need.
- 04Onboarding
EHP/Revive runs employee enrollment communications and live walkthroughs. Payroll integration goes live on your selected date.
If this sounds too good to be true, you're paying attention.
A program that costs nothing out of pocket, reduces your FICA tax, increases employee take-home pay, and adds healthcare benefits is the kind of pitch that should make any experienced CFO suspicious. So let's be specific about what makes this one different.
There is a category of preventative care products in the market that look similar to this on the surface - Champ Plan, Capstone, Oasis-style programs - but are structured as fixed-indemnity plans. In 2023 the IRS Chief Counsel published a memorandum (CCM 202323006) taking the position that those structures don't deliver the tax savings their vendors advertised, and that the indemnity payments are taxable wages. If you've heard horror stories or seen LinkedIn warnings about preventative care wellness plans, those are the products being warned about.
The EHP program is structured as a SIMERP - a Self-Insured Medical Expense Reimbursement Plan that reimburses employees for actually-incurred Section 213(d) qualified medical expenses, funded by a Section 125 pre-tax election. It is the structure the IRS describes favorably in its own guidance. The mechanism is the same one that funds HSAs, FSAs, and HRAs - it has existed since the 1970s.
We have a comparison page that walks through the structural difference in detail. If you only read one page on this site before booking a call, that's the one. EHP vs. Section 125 indemnity plans →
The ten questions we get on every first call.
EHP is a preventative care membership program structured as a Self-Insured Medical Expense Reimbursement Plan (SIMERP). It supplements an employer's existing group health plan by giving W-2 employees no-cost access to telehealth primary care, urgent care, mental health support, a prescription discount benefit, and family coverage - funded via a Section 125 pre-tax employee contribution that also generates employer FICA tax savings.
EHP operates the plan; Revive Health provides the clinical telehealth network and member services. We are an independent affiliate that introduces qualified employers to the program and supports them through onboarding.
No. It is a preventative care membership and reimbursement plan, not insurance. Employees and their families still need a qualifying group health plan to satisfy ACA minimum essential coverage - this program sits alongside that plan.
No. It is a prescription discount plan. The discount on most generics happens to be 100%, but it is structurally a discount benefit, not insurance. Federal law prohibits a person from having two prescription insurance plans, which is why this is structured as a discount plan.
W-2 employees working 30+ hours per week who are currently enrolled in a qualifying group health insurance plan. Part-time, seasonal, and 1099 contractors are not eligible.
Yes. The employee's spouse and up to five dependents are covered on every benefit - primary care, urgent care, mental health, prescription discount, and weight health - at no additional cost.
They are not eligible. The program is designed to supplement an existing primary plan, not to replace it. Employers who don't offer group health coverage are not a fit for this program.
No. Partners receiving guaranteed payments / K-1 income are not W-2 employees and therefore not eligible. Same for 1099 contractors.
Each enrolled employee makes a Section 125 pre-tax election (typically around $700/month) to fund the SIMERP. That election reduces the FICA-taxable wage base. The employer pays 7.65% FICA on a lower wage base, which works out to approximately $53/employee/month in employer FICA savings on a typical census.
The employee's Section 125 pre-tax election lowers their income tax and FICA withholding. The post-tax reimbursement from the SIMERP (under Section 105(b)) replaces those after-tax dollars on the paycheck. The net effect on a typical census is an increase in take-home pay of $100–$150 per month per employee.
Book a 30-minute discovery call.
No pitch - we walk through the program, your eligible head count, and rough numbers. You'll know in 30 minutes if this is a fit.