Employee care.
Wellness funding.

Three one-hour video sessions with a licensed therapist are included during each 12-month membership period. The first therapist appointment takes place an average of 72 hours after the member requests it; this is not a guaranteed wait time. Additional therapy sessions are $99 per hour cash pay, or members can use insurance where accepted by the provider. Coverage and out-of-pocket costs depend on the plan. Unlimited 24/7 AI coaching by voice and chat, AI-guided audio, assessments, care coordination, and a member portal are also included. AI support is separate from licensed therapy. Nutritional counseling is an optional, separate private-pay service at $99 per 60-minute session.

Our patient advocates proactively reach out to members, explain how to use their benefits, and encourage preventive care and follow-up. Our clinical team helps address care gaps and manage chronic conditions through personalized follow-up. The goal is to make care easier to use, not simply to enroll people in a benefit.

The funding approach pairs a medical expense reimbursement plan with a Section 125 cafeteria plan. Eligible employees can elect qualified benefits before taxes. Amounts that qualify for exclusion from FICA wages can reduce employer payroll taxes. Plan documents and payroll review determine the treatment for your company.

It is the standard combined employer FICA rate: 6.2% Social Security plus 1.45% Medicare. It applies to qualifying reductions in FICA-taxable wages, not an employee's entire salary. The Social Security wage limit also affects results. This is a potential gross tax reduction, not guaranteed net savings after program costs.

Potential tax savings may offset some or all of the cost, but no net employer cost is not guaranteed. Your analysis compares eligible savings with membership and administration fees. It also reviews any taxable payments, reimbursement requirements, and employee paycheck impact before you decide.

Existing health insurance stays in place. The wellness funding program is paired with qualifying medical coverage; eligibility is confirmed before enrollment. Take-home pay depends on individual elections, deductions, and payment tax treatment. Reimbursements are not automatically tax-free. Review the plan and payroll illustration with your tax or benefits advisor.

Medallus remains your healthcare contact. Our wellness program team coordinates plan documents, enrollment, payroll implementation, required activities, reimbursements, and ongoing administration with our program partners. Your rollout review identifies responsibilities and timing.

No. Eligible employees choose whether to participate under the program's governing documents. Before enrolling, they should review the benefits, participation requirements, and their estimated paycheck impact.