What if your people earned more,your company got money back,and everyone got healthier?

Yes — and accelerating. CMS's ACCESS Model (Advancing Chronic Care with Effective, Scalable Solutions) is a ten-year voluntary payment model that reimburses providers for technology-enabled care. More than 150 organizations — including wearable device manufacturers and digital health applications — have been provisionally approved as participants, with the model launching July 2026. The companion MAHA ELEVATE Model is funding ~$100M in cooperative agreements that explicitly cover wearables, telehealth, and wellness apps. The FDA's TEMPO Pilot is clearing the regulatory path for the devices that participate. These are not signals of skepticism. They are signals of where federal health policy is moving. The two-document structure that Alively × 360 operates inside — a §125 Cafeteria Plan and a Self-Insured Medical Expense Benefit Plan — is the employer-side complement to these CMS reimbursement models.

No. Alively works with or without a wearable. Wearable integration (WHOOP, Oura, Apple Watch, Fitbit, Garmin, Ultrahuman) enhances personalization and helps employees see progress clearly, but employees can also complete a simple intake to receive science-backed recommendations based on their goals and habits. The platform is designed to meet people where they are, tech-enabled or not.

No implementation fee, no capital outlay, and no new budget line. The program is funded through the payroll structure you already run. The published planning figure is approximately $750 per enrolled employee per year in net payroll-tax efficiency, net of the employer platform contribution. That figure is illustrative — your own number is modeled from your payroll, state, and census before anyone commits to it, and actual amounts vary by wage, state, filing status, eligibility, elections, enrollment, and payroll administration. We don't invoice until your cumulative net savings exceed our fee.

To enroll, an employee must have major medical coverage — their own employer plan, a spouse's plan, or a parent's plan if they are under 26 — be W-2, and work full time, meaning at least 30 hours per week. Employees without qualifying coverage can receive Minimum Essential Coverage funded by their own tax savings, so the eligible class does not have to shrink to make the program work. Every per-employee figure we publish is per enrolled employee, not per headcount.

Two plan documents, two jobs. The §125 Cafeteria Plan governs eligibility, elections, and payroll administration. The Self-Insured Medical Expense Benefit Plan (§105 / Treas. Reg. §1.105-11) governs eligible §213(d) expenses, substantiation, claims, and appeals. Reimbursement follows documented care: eligible, unreimbursed §213(d) expenses only, after substantiation and administrative review. Participation alone does not create a reimbursement. It is also capped — the maximum reimbursement under the current design is $1,198 per month, a ceiling set in the plan document rather than a payout anyone is promised.

It is not a cash bonus program. It is not a refund or rebate of salary reductions. It is not a premium reimbursement arrangement. It is not a payment merely for participation. And it is not reimbursement for non-medical expenses. The payroll-tax efficiency is a by-product of two independently operating plans, not a subsidy the program draws on.

Most programs rely on one-size-fits-all challenges, short-term incentives, or content libraries that quickly lose engagement. Alively is different. We use real data, whether from wearables or user input, to identify where each person is out of balance and give them one targeted action at a time. It's personalized, habit-based, and focused on measurable behavior change, not participation trophies.

No. Because of how we're paid — we don't invoice until your cumulative net savings exceed our fee — you don't need a pilot to see whether the economics hold. You and Finance agree the metric and the baseline before we start. That said, if you'd rather begin with a department, office, or business unit before going company-wide, we'll structure that with you.

Alively measures user engagement, top focus areas across the employee population, completion of personalized recommendations, and aggregate improvements in energy, sleep, stress, and other key health indicators. Beyond that, we work with your team to align on the KPIs that matter most: productivity, absenteeism, workplace satisfaction, and health claims (depending on length and access). We tailor the reporting to support both HR and executive-level decision-making.