If your business could potentially save approximately $639 per enrolled employee every year while offering additional healthcare benefits, would it be worth a 20-minute review?
For a local company with 50 qualifying employees enrolled, that is an illustrative $31,950 annually. At 100 enrolled employees, it is approximately $63,900. Those figures are not guaranteed, but they are meaningful enough for an owner to ask better questions.
EHP reports potential employer FICA savings of approximately $639 per qualifying enrolled employee per year. It pairs that opportunity with preventive-care benefits available through Revive Health.
The sweet spot: growing, owner-led companies
Businesses with roughly 50 to 100 employees occupy an interesting position. Payroll and benefits are large enough to affect profitability, recruiting and culture—but the owner or president may still be close enough to make decisions without layers of corporate bureaucracy.
That makes this the right time to examine whether the company’s benefit strategy is doing enough for both employees and the business.
Many benefit programs simply renew every year. Premiums rise, payroll continues and the company absorbs another increase. The more useful question is: What are we doing to offset those increases?
What employees may receive
Through Revive Health, EHP members may receive access to virtual primary care, 24/7 urgent care, mental-health support, prescription benefits and weight-health resources. Exact services and availability should be confirmed for the employer and employee population.
These benefits matter because they address common, understandable needs. Employees do not have to appreciate a complicated plan diagram to understand easier access to a clinician, mental-health support or help with eligible prescriptions.
What the employer may save
EHP’s reported employer savings are tied to its tax-advantaged benefit structure and the reduction of certain employer payroll taxes for qualifying enrolled employees.
25 qualifying participants: approximately $15,975 annually
50 qualifying participants: approximately $31,950 annually
100 qualifying participants: approximately $63,900 annually
These examples are illustrations. A company’s total headcount does not establish the final savings. Eligibility, voluntary enrollment, payroll circumstances and implementation all affect the outcome.
What EHP does not require
The first conversation does not require the owner to replace the company’s existing group health plan, dismiss the current broker or become an expert on tax law.
EHP is intended to be evaluated as an additional program that may complement existing benefits. Its discovery team reviews the business, explains the structure and determines whether further analysis makes sense.
EHP also says its onboarding team handles most of the enrollment work and employee education. That matters to growing companies whose payroll and management teams are already stretched.
A five-minute owner’s test
Do we have at least 10 full-time W-2 employees?
Are benefit costs increasing year after year?
Would employees value easier access to preventive and virtual care?
Could stronger benefits help us compete for dependable people?
Would potential savings of approximately $639 per qualifying enrolled employee materially help the company?
If several answers are yes, the company may deserve a closer look. Not every employer or employee will qualify, and the decision should be based on actual census and payroll information.
Get the facts without the sales marathon
A business owner should not have to sit through an hour of technical language simply to learn whether an opportunity is relevant. The right first step is a concise discovery conversation followed by an employer-specific review if the initial fit is there.
The objective is clarity: determine whether EHP may improve employee value, help offset rising benefit costs and produce meaningful savings for your particular business.
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