How employers fund wellness that people actually use, and how anyone gets further by doing just one thing at a time.
How the plan structure works, what it costs, and what the compliance picture actually looks like.
A Section 125 wellness program is funded by payroll-tax savings, not company budget. Here is how the FICA mechanism works and how it models to more than $750 per enrolled employee per year.
Read moreA SIMRP (self-insured medical reimbursement plan) is the IRS-recognized structure under Treas. Reg. 1.105-11 that powers net-zero-cost wellness programs. Plain-English explainer for employers.
Read moreA PCMP (preventive care management program) is the plan component that documents Section 213(d) preventive medical care inside a Section 125 / SIMRP wellness structure. Plain-English explainer for employers.
Read moreA properly built Section 125 wellness plan is IRS-compliant; the arrangements the IRS has struck down fail specific tests. Here are the five compliance requirements, what the IRS actually flags, and what your counsel should confirm.
Read moreMost wellness program ROI never materializes because programs engage the 20% who were already healthy. Here is why the frozen 80% is where the return lives, and what ROI looks like when the program models to more than $750 per enrolled employee per year by design.
Read moreA net-zero-cost wellness program funds itself through Section 125 payroll-tax efficiency, modeled at more than $750 per enrolled employee per year at $0 capital outlay. Here is how it works.
Read moreThe line-by-line math of wellness program payroll tax savings: a $1,355/month pre-tax election removes the employer FICA match, and net of a $36/month platform contribution it models to more than $750 per enrolled employee per year, at $0 capital outlay.
Read moreCorporate wellness program cost runs from about $150 to over $1,200 per employee per year in industry surveys. Here is where the money goes, the cost nobody itemizes, and how the right structure gets it to $0.
Read moreA structural guide to the wellness program for self-insured employers: why self-funded companies capture prevention savings directly, how the Section 125 + SIMRP structure fits under a self-funded plan, and the more-than-$750/employee/year math.
Read moreWhy single-device wearable wellness programs stall, and why letting employees choose a band, watch, or ring is the adoption decision that determines whether the data (and the results) ever show up.
Read moreThe one-thing-at-a-time practice, and getting real results out of the wearable you already own.
Just One is the practice of doing exactly one enjoyable thing for your health every day. The magic pill is free, and it is just one thing. Here is the idea.
Read moreA Minimum Enjoyable Action (MEA) is the smallest version of the highest-leverage healthy habit you will actually enjoy doing today. Here is how to find yours.
Read moreYour WHOOP Strap is more than a fitness tracker—it's a performance optimizer designed to elevate your health, recovery, and daily performance.
Read moreTransform your Samsung Galaxy Watch from a simple tracker into a powerful health and wellness companion.
Read moreMaximize your Apple Watch's potential for better health tracking and turn your data into actionable wellness results.
Read moreTurn your Oura Ring data into real, actionable wellness results with sleep optimization, readiness tracking, and recovery insights.
Read moreTransform your Fitbit from a step counter into a powerful wellness tool with these 5 actionable strategies for immediate results.
Read moreWe will walk you through the structure, the numbers, and what the first ninety days involve.
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