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Benefits for restaurants

Stronger benefits. Lower payroll costs.

Give every employee around-the-clock virtual care, and put payroll tax dollars to work for your people. It runs alongside the health plan and payroll you already have.

Book a free callHow it works

Savings estimator

50
Potential savings per year, up to$32,000
$2,667per month
$160,000over five years
50employees with added care
or book a free call

Illustration only, based on up to $640 per enrolled employee per year. Results vary by state, pay levels, participation and plan design. Exact figures come from a written proposal.

  • Written proposal firstSee your numbers before you decide.
  • Licensed administratorsPlan documents and payroll setup handled.
  • CPA review welcomeWe ask your advisors to check it.
  • Nothing replacedYour insurance, broker and payroll stay.

How it works

How does the program work?

  1. Book a free call

    A 15-minute conversation with a founder to see whether your company fits.

  2. Share your headcount

    Send a simple employee census. It takes about five minutes.

  3. Review your proposal

    A licensed administrator models your savings in writing for you and your CPA.

  4. Enroll your team

    The administrator handles enrollment and payroll setup.

The mechanics

Where do the savings come from?

  1. A pre-tax election

    Through a Section 125 cafeteria plan, part of each paycheck is set aside before taxes.

  2. Access to care

    Employees and their families gain virtual primary care, urgent care, mental health and pharmacy benefits.

  3. Lower taxable wages

    Qualified medical reimbursements are not treated as wages, which can lower payroll taxes for employer and employee.

How this applies to your company depends on plan design. Your administrator documents it in your written proposal.

On the paycheck

What changes on a paycheck?

Gross pay stays the same. A pre-tax election lowers taxable wages, the health benefit is added, and payroll taxes can go down for both the employee and the employer.

Illustration of how the plan appears on a pay stub. It is not a projection. Your written proposal shows real figures for your payroll.

Who it's for

Built for teams that keep a business running

Manufacturing, logistics and the trades
Restaurants, retail and hospitality
Offices, clinics and professional firms

For employees

Every benefit in one place

Employees keep their current coverage and gain everyday care on top of it, for themselves and their families.

  • Virtual doctor visits, day or night
  • Low-cost or no-cost generic prescriptions
  • Mental health support
  • Wellness programs and coaching

Services and copays vary by administrator and plan design.

Compliance

Every dollar of savings comes with documentation

You and your advisors see the plan documents and the numbers in writing before anything is signed.

Built on existing tax code

The plan pairs a Section 125 cafeteria plan with a self-insured medical reimbursement arrangement.

Run by a licensed administrator

Plan documents, employee notices and payroll instructions are prepared and maintained for you.

Reviewed by your advisors

We ask every employer to have their CPA or benefits attorney review the proposal before signing.

Questions

Answers before you call

What is a self-insured medical reimbursement plan?

It is an employer-sponsored benefit that reimburses employees for eligible medical care. It works together with a Section 125 cafeteria plan, so participation uses pre-tax dollars. A licensed third-party administrator designs and runs the plan for you.

Does this replace our current health insurance?

No. The plan runs alongside the coverage you already offer. Your insurance carrier, your broker and your payroll provider all stay the same.

What does it cost the employer?

The plan is designed so that lower payroll taxes can offset its cost. You see the projected figures for your company in a written proposal before you commit to anything.

Who qualifies?

Employers with W-2 employees. Minimum team size varies by administrator, and we confirm your fit on the first call.

Is it compliant?

Plan design matters. The IRS has challenged arrangements that pay benefits without real medical expenses behind them. That is why every proposal comes with the plan documents and legal basis, and why we ask you to have your CPA or benefits attorney review it before you sign.

How long does setup take?

Timing depends on the administrator and your payroll provider. Your proposal includes a launch schedule, and most of the setup work is handled for you.

Free intro call

See how the program helps you and your employees

A free 15-minute call with a founder. We'll explain how the program works, confirm whether your company fits and tell you what a proposal would involve. No cost and no obligation.

  • You speak with a founder, not a call center
  • You leave knowing if it fits your team size
  • You decide after seeing written numbers

Prefer to talk now? Call or text David at (614) 309-8940.

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