Is this actually legal?

Yes, and it is not new. This is built alongside IRS, ACA and ERISA guidelines. The structure is ordinary and documented.

What does it cost us?

$0 in new budget. All administrative fees are taken from gross savings only. The employer retains the net left over savings, creating positive cashflow.

Is this actually legal?

Yes, and it is not new. This is built alongside IRS, ACA and ERISA guidelines. The structure is ordinary and documented.

What does it cost us?

$0 in new budget. All administrative fees are taken from gross savings only. The employer retains the net left over savings, creating positive cashflow.

An advisor reaching a hand across a desk

Better Benefits.

No New Budget.

Smarter benefits strategies for organizations trying to contain costs.

See How It Works

See Case Studies

City of Refuge Atlanta, GA

$ 401,856

Combined Annual Savings

Boys & Girls Clubs Augusta, GA

$ 140,499

Combined Annual Savings

View case study

The Problem We Solve

It Isn't Your Benefits,
It's the Model Behind Them.

Cost

One Pool, One Price

Everyone pays the same rate regardless of use. Healthy employees are covering claims they'll never make.

Care

Care That Isn't There

When care isn't easy, people wait. Small problems become big. Big problems become big claims.

Clarity

Renewals Arrive Too Late

Your renewals are a reflection of the past year. By the time you see it, you're looking in a rear-view mirror.

The New Standard

Benefits Should Perform Like Your Business

If it's not helping you grow, then it's holding you down

Predictable savings that fight climbing premiums. $0 treatments that redirect claims before they escalate.

Care that's easy to use and hard to ignore. Small problems get handled early, before they become expensive.

Care that's easy to use and hard to ignore. Small problems get handled fast.

Route everyday care before it becomes a claim that drives your renewal.

What's Included

Simple Plan, New Ways Forward

A standalone solution that works alongside your medical plan.

24/7 Telemedicine

Dedicated physicians · At-home labs · Primary care · Integrated urgent care · Chronic condition management · Specialist coordination

Mental Health Suite

Behavioral Health · Psychiatry · Therapy On-Demand Counseling · Medication management · Primary care coordination

Rx Coverage

$0 copay on a broad list of generics · Covers ~95% of the top 200 maintenance medications · 70,000+ pharmacy locations

Health Advocacy

Bill Negotiation · Care Navigation · Physician Search · Coverage Review · Rx Assistance

100% Nationwide Coverage 15.6 Years Average Physician Experience Under 10-Minute Wait Times HITRUST Certified

Compliance, Tax Mechanics & Execution

Common problems arise with these programs without proper documentation. Problematic set ups rely on generic, single plan documentation which capitalize on tax ambiguity.

To prevent tax ambiguity and satisfy ERISA governance requirements, Thrive Benefits Group supports the arrangement through three distinct plan documents.

Read Legal Compliance Guide →
Cuts taxable wages subject to 7.65% employer FICA tax. Pre-configured for Paylocity, ADP, Gusto, and Paycor across three automated line items (pretax deduction, reimbursement, admin fee) without manual adjustments.

View FICA Mechanics & Payroll Setup Guide →
Layers cleanly alongside major medical carriers (BCBS, UnitedHealthcare, Aetna, Cigna) and top advisors (Gallagher, Mercer, WTW). Requires zero Broker-of-Record (BOR) changes, keeping current plans and commissions intact.

Read Broker Coexistence & Layering Guide →
Delivers about $50 per participant per month in net employer FICA savings, after fees. Every participant's paycheck is modeled before enrollment and verified in a mock payroll, so net pay is designed to hold steady or rise.

View Savings & Impact Guide →

Benefits compliance and payroll operations

Our Strategy

Results You Can Expect.

Reduce premium pressures and create predictable tax savings from your first payroll cycle, without changing plans or increasing employee costs.

Employers

Increased Payroll Tax Savings
Reduced Premium Pressures
Redirected Claims

Employees

$0 Out-of-Pocket Cost
Convenient Access to Care
Program Funded Supplementals

See How It Works

We've got you covered

Built for Organizations Like Yours

Designed for any company with benefit-eligible employees, from 10 to 10,000 — typically 30+ hour W-2 employees with qualifying major medical. Whether you're for-profit, non-profit, private, public, or government.

See How It Works

01

Complement

Integrates with your existing medical plan and payroll systems.

Integrates with your existing medical plan, benefits, and payroll systems.

02

Enhance

Improves the total compensation package and the employee experience.

Improve total compensation package and employee experience.

03

Deliver

Clear, predictable savings on both sides of the table.

What Businesses Want to KnowWhat Everyone Asks

We make the process incredibly easy. From collecting census information, drafting plan documents, integrating into your payroll system and running the enrollment window, there isn't much work for your team to do.

There is very minimal on-going management. After the onetime set up, this functions like a typical benefits enrollment.

Roughly 4 weeks from first call to live. This sits alongside your existing major medical plan, so you are not moving carriers or changing networks.

Yes, and it is not new. It's built on IRC §125, §105 and §213(d), with three written plan documents. Read the compliance review →

$0 in new budget. Fees are paid from the tax savings the plan creates, so your net stays positive from the first payroll.