Give your team real health benefits — often at little to no net cost to your business.

Yes. BioFlex is a regulated supplemental insurance product — not a tax shelter or a wellness loophole. The payroll structure uses existing tax rules that have been in place for years, and the program has been reviewed by insurance, legal, and tax professionals and is currently used by tens of thousands of employees nationwide.

Like any financial or tax-related decision, we encourage employers to review the program with their own CPA or tax advisor before implementation.

No hidden catch — but there are qualifications. Not every employer is eligible, and not every company will generate the same savings. The only way to determine whether the program makes financial sense is to complete a qualification analysis.

If it isn't a good fit, we'll tell you. If it is, you'll receive a detailed breakdown before making any decisions.

Most brokers focus on renewing traditional health plans because that's how their businesses have historically operated. BioFlex is a supplemental strategy that doesn't replace major medical — it complements it.

Like many tax-advantaged benefit programs (HSAs, commuter benefits, Section 125 plans), awareness is simply much lower than traditional insurance products.

No. BioFlex is designed as a supplemental benefit. Most employers keep their existing medical insurance exactly as it is while adding BioFlex to improve employee access to care and increase overall value.

It can still work. Many employers without traditional major medical coverage use BioFlex as an affordable employee benefit. Whether it's the right fit depends on company size, employee demographics, and qualification.

Depending on eligibility, employees may receive benefits such as:

• 24/7 telehealth with unlimited virtual doctor visits
• Mental health services
• Prescription benefits
• Medical bill advocacy
• Concierge healthcare
• Fixed-indemnity accident and illness benefits

Coverage details vary by plan.

Major medical insurance is still used for services like hospitalizations, surgery, MRIs and advanced imaging, specialist visits, lab work, colonoscopies, mammograms, and other traditional medical procedures.

BioFlex is intended to complement — not replace — those services.

Yes. Most employees find it much easier to speak with a physician in under a minute than to wait days for an appointment or hours at urgent care. Unlimited visits with no copay significantly increases utilization compared to traditional plans.

There are administrative costs associated with implementation. However, for qualifying employers, payroll tax savings are designed to offset those costs — creating a net-zero, or potentially net-positive, financial impact. Actual savings depend on each employer's payroll.

Not every company qualifies. Qualification depends on factors including the number of W-2 employees, payroll structure, state regulations, and employee demographics. The only way to know is through a no-obligation qualification analysis.

Typically we request an anonymized payroll census — no employee Social Security numbers are required. The information is securely uploaded, analyzed, and removed after processing according to company procedures.

Nothing is purchased by requesting an analysis. You'll simply receive a qualification review showing whether your company qualifies, estimated employer savings, estimated employee benefits, and implementation recommendations. From there, you decide whether to move forward.

Yes — participation is voluntary. Employees receive education about the program before enrolling and have a 60-day opt-out period if they decide it isn't right for them.

Employees receive education before enrollment explaining how the program works. Any insurance benefits received should be handled according to current tax rules, and employees are encouraged to consult their own tax professional.

Participation is voluntary, employees have an opportunity to ask questions, and there is a 60-day opt-out period following enrollment.

Employer payroll tax savings result from reduced taxable FICA wages under the program's structure. The employer's payroll is administered according to the program guidelines, while each employee remains responsible for filing their own individual income taxes.

As with any payroll benefit program, employers should review implementation with their payroll provider or CPA.

Most implementations take approximately four to six weeks after qualification, depending on payroll timing, employee education, and company size.

Our Wellness Life runs the training. We're an educational team — we're not an insurance agency and we don't give licensed advice on the call. If your business looks like a fit, we help you book a private 1:1 with an independent licensed insurance broker afterwards, on a separate call. That's where enrollment, licensed advice, and program specifics live. This session is education only.

Yes. This is built for owners, founders, and operators — the person who looks at the P&L and decides what to do about benefits. No HR background assumed. Bring one of your operators too if it helps.

Register anyway — we'll email you the replay. Live attendees get the live Q&A and a quick eligibility check at the end.

No cold calls. If you want a one-on-one follow-up with the licensed broker, you book it yourself after the training. If you don't book, you don't hear from anyone. Everything is opt-in.