Employee Health is our top priority.
Our Health program is thoughtfully crafted to aid employees in their journey towards an improved quality of life...
...and could save your company up to $1000 per employee per year!
Additional tax savings available to employers for providing EHP.
We have everything you and your employees need in our Essentials Health Plan
Are you a business with 25 or more W2 employees?
The Essentials Health Plan™ stands as an industry leader, offering the market's most compliant self-funded health plan.
Our plan is meticulously structured under the IRS section 125 cafeteria guidelines and stays updated with all regulatory enhancements introduced by Obamacare in 2013 and 2016. Using allowable tax incentives, we've crafted a comprehensive package that incurs no net cost to the employee and is entirely free for the employer.
Employer Features:
Reduce payroll taxes on average of $879 annually per employee.
Reduce worker's comp by up to 30% while keeping your broker and policy in place.
Mitigate Monday morning work comp claims (70% of work comp claims happen on Monday morning).
Employee Features
Each employee has access to a participatory preventative care management dashboard.
Employees will receive guaranteed issue accident, disability, critical illness with cancer, & whole life insurance (no health questions to qualify).
They have access, coverage, and resources with no effect on their take-home pay.
HR Features
Works with every payroll company seamlessly.
Technology allows maximum efficiency, minimal lifting for HR, payroll, and team.
White glove concierge service with a dedicated client service manager.
Employer Features:
Reduce payroll taxes on average of $879 annually per employee.
Reduce worker's comp by up to 30% while keeping your broker and policy in place.
Mitigate Monday morning work comp claims (70% of work comp claims happen on Monday morning).
Employee Features
Each employee has access to a participatory preventative care management dashboard.
Employees will receive guaranteed issue accident, disability, critical illness with cancer, & whole life insurance (no health questions to qualify).
They have access, coverage, and resources with no effect on their take-home pay.
HR Features
Works with every payroll company seamlessly.
Technology allows maximum efficiency, minimal lifting for HR, payroll, and team.
White glove concierge service with a dedicated client service manager.
Essentials Health, Inc. is founded on the bedrock of two fundamental principles: Truthfulness and Ethical Conduct. Our faith and guiding values are derived from the timeless philosophy of reciprocity:
"Act towards others in the same way you would wish for them to act towards you."
Employer Benefits with EHP
Retaining and attracting top-tier talent is crucial in today's competitive landscape. While traditional health benefits are essential, modern employees look for a broader suite of offerings.
The Essentials Health Plan (EHP) is here to provide you with exactly that, ensuring both compliance and comprehensive coverage.
Why Choose EHP?
Regulatory Excellence: EHP's Unrivaled Compliance with IRS Codes and Obamacare Regulations
Elite Coverage Partnerships: EHP's Premium Benefits through AMBEST A-Rated Insurance Providers
Maximizing Business Cost Efficiencies: EHP's Fiscal Edge with Potential Savings of $900 per Employee in Yearly FICA Taxes"
EHP's Compliance Edge: Unlocking Savings of up to 30% on Workers' Compensation Without Altering Coverage
Beyond Boundaries: EHP's Comprehensive Benefits Portfolio – From Accident Coverage to Virtual Urgent Care and More
Unmatched Employee Wellness: EHP's ACA-Compliant MEC Plan - Free Checkups, Medications, and Direct Access to Healthcare, No Deductible Required
Employee Benefits with EHP
EHP provided benefits in partnership with Amaze Health.
We can quickly take care of your urgent medical needs with just a simple tap. One Touch. 24/7 Care. You don't need to make an appointment. There is no per-visit fee. Whether you seek aid with insurance inquiries, medical billing, or finding a specialist, our team ensures you navigate the right path, offering support at every stage.
In addition to the Personal Health Manager Program, employees may also receive the following Essentials Health Plan™ benefits:
Primary Care Office Visits
Specialist Visits
Urgent Care Office Visits
Preventative Care Services
95 Common Medications
24/7/365 Telemedicine
Mayo Clinic wellness programs
Dental and Vision
Health Coaches
Accident Coverage
Hospital Indemnity
Care for the Whole Family
Universal Life
Of course, each business is different and your results may vary. But we'd like to show you a real world example of how EHP Advantage can make a huge difference in your company's bottom line:
1,000 employees X average $14,640 reduced gross pay= $14,640,000 in gross payroll reduction. The work comp is based on that number so that would go away (it would be safe to assume that based on a few states that this wouldn't apply, that 75% of this number is a conservative estimate).
1,000 employees X $879 per employee in potential payroll tax relief = $879,000 per year potential payroll tax relief.
1,000 employees X $2,500 on average a year in benefits = $2,500,000 in extra benefits with no health questions at no net cost to the employer.
You'll know in 10 minutes if EHP is right for your business!
Employees must be W-2. Employees must be full-time (at least 30 hours per week). Employees must have health insurance because the program is an Integrated 105 plan. (4980D) (If an employer already has a health plan in place, great, you may keep what you have. If an employer does not have a health plan in place, one will be provided as part of the Essentials Health Plan package at no additional cost).
No. If they currently receive care and choose to remain enrolled in their current plan, they do not need to make any changes. If employees do not have current medical coverage, the MEC (Minimal Essential Coverage) plan included will allow them to see any doctor and use any Urgent Care in the Private Health Care System PPO network, one of the largest PPO networks in America.
Besides being able to take care of the employees, increase retention, reduce sick days and make your company more attractive to new hires? Yes! You will see an average annual savings of $500-$600 on your FICA tax and workers comp.
EHP is a Self-Insured Medical Reimbursement Plan (SIMRP) and was purposely created, fully researched, and found compliant with IRS 213(d), 106(a), 105(b), 1.105-11(i), and 104(a)(3) codes, and all applicable IRS memos, ERISA regulations, HIPAA, and the ADA. Medical Services Are a Key Component EHP is always paired with an ACA-approved medical plan to make an integrated 105 plan.
Deduction of The Plan Is Pre-Tax Eligible The deduction of plan cost from an employee's gross wages is addressed by IRS Codes 106 (a). The Office of Chief Counsel Internal Revenue Service Memorandum (Number: 201703013, Dated: 1/20/2017) states: "The value of coverage by an employer-provided wellness program that provides medical care (as defined under §213{d)) is generally excluded from an employee's gross income under §106(a). The pre-taxing of this deduction made possible under a Self-Insured Medical Reimbursement Plan and a Cafeteria Plan (§ 125) creates the reduction of taxable income, generating savings for the employee and the employer.
It’s simple! Schedule a time to speak with one of our agents.
Access to doctors, urgent care and even specialists
Telemedicine 24/7
Dental / Vision
Accident
Hospital Indemnity
Universal Life
The full list of benefits will be included in your offer once you send us a census.
No. As a compliant plan, we must set an enrollment period for your company, which will be scheduled on the 1st to 10th day of the month after you accept the offer, however offers accepted after the 15th of the month will be scheduled for the 2nd month following. New employees can still join the plan when they are hired.
Yes, however, if you are trying to avoid the tax penalty for not providing health insurance to your employees, the MEC plan only covers the larger of the 2 penalties. Ask your agent how to cover the smaller of the 2 (if required in your state based on company size).
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