01 / A HEALTHIER START
Prevention feels better than reaction.
Give people more reasons to take an active role in their health, with education, check-ins, and practical next steps.
WELLNESS WITH A BETTER POINT OF VIEW
Better health.
Better business.
Better together.
When your people feel supported, everyone moves forward. Meet a more human approach to preventive wellness benefits, built for the people who power your business.
A benefit conversation worth having.
No jargon. No pressure.
No jargon. No pressure.
People first.It's where progress starts.
THE WAY WE SEE IT
Great benefits should make sense to the people using them and the businesses providing them.
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TRUSTED BY BRANDS YOU KNOW
We're proud to support some of the most recognized names across industries—delivering wellness solutions that work.
A CHANGE OF PERSPECTIVE
What if wellness felt less like a perk... and more like progress?
Most benefits get explained in paperwork and forgotten by Monday. We think there’s a better way: make preventive wellness easier to understand, easier to engage with, and more relevant to everyday life.
That's the thinking behind Healtheflex. Real conversations. Practical support. A healthier direction for your team.
Discover the benefits
THE HEALTHEFLEX EXPERIENCE
Support that meets people where they are.
More than a list of extras. An approach to everyday well-being that makes room for real life.
02 / PERSONAL SUPPORT
Because life isn't one-size-fits-all.
Explore wellness guidance and resources designed around individual goals and everyday needs.
03 / SMARTER INSIGHTS
Better information. Better decisions.
Help people make sense of wellness information without drowning them in complicated language.
04 / WHOLE-PERSON WELLNESS
There's more to health than a checkup.
Make space for physical well-being, mental wellness, and habits that support the whole person.
Specific services, clinical access, pharmacy benefits, and eligibility depend on the finalized Healtheflex program and participating providers.
FOR LEADERS WHO THINK AHEAD
Take care of your people.
Take care of your people.
Take your business further.
Employee well-being and a healthy business don't have to be competing priorities. Let's look at both sides of the equation.
Run the numbers
THE SWEET SPOT
People +
Purpose +
Possibility. That's a business benefit worth exploring.
Purpose +
Possibility. That's a business benefit worth exploring.
NO COMPLICATED PLAYBOOK
Three steps.
Three steps.
One better direction.
We start with your business and its people, not a one-size-fits-all pitch.
Let's get to know your team.
Tell us a little about your organization, your current benefits, and what you'd like to improve.
Explore what fits.
Review potential wellness offerings, participation requirements, and any applicable financial considerations.
Make a thoughtful decision.
Evaluate the details with your benefits, payroll, and tax advisers before moving forward.
OFFICIAL NASCAR PARTNERSHIP
“Elite Rewards and Healtheflex understand how much more you can accomplish when you bring the right people together. They value teamwork, preparation and taking care of people, which are things we believe in, too.”
Rick Hendrick
Owner, Hendrick Motorsports • NASCAR Hall of Fame
A STARTING POINT, NOT A PROMISE
Curious what the numbers could look like?
Use this simple scenario planner to explore a hypothetical employer net savings impact. Change the assumptions, then discuss the real details with your advisers.
General illustration based on an average net saving of $56.80 PEPM (per employee per month) to the employer
after all program expenses. This is an illustration only, not a quote, tax advice, or a guarantee of savings.
Actual eligibility, employee participation, payroll processing, employer cost, and net results depend on
final plan structure and applicable law.
Explore a scenario
INTERACTIVE ESTIMATE100employees
101,000
60%of employees
10%100%
Illustrative annual net employer savings*
$40,896
Based on $56.80 average net saving to employer PEPM (per employee per month) after all program expenses for participating employees.
STRAIGHT ANSWERS
Good questions deserve clear answers.
Here are common questions business owners, CFOs, and HR leaders ask about self-funded preventive care structures.
What exactly is this?
A tax-advantaged benefit structure allowing employees to redirect compensation toward qualified Preventive Care Program services, increasing net take-home pay and reducing employer payroll taxes. It is not insurance, a rebate, or a cash incentive.
What does this cost the employer?
Typically, there is no new employer spend. Payroll tax savings often offset administrative costs, while the net economic benefit grows with engagement.
Is this compliant?
Yes when designed properly. These plans operate within IRS cafeteria plan rules, distinguish between salary redirection and taxable compensation, and avoid insured risk pooling.
Does this replace our health insurance?
No. It sits alongside your medical plan without interfering with carrier coverage, claims, networks, or deductibles. It is upstream risk management.
Why wouldn't we just buy a fully insured Preventive Care Program product?
Fully insured products price for worst-case scenarios and deliver limited upside. Preventive models allow savings to flow to the employer and employee.
Is this subject to state insurance regulation?
No. This is a self-funded, non-insured federal benefit plan. It is not subject to state insurance laws, state benefit mandates, or state regulatory oversight. There are no state regulatory issues or exposures.
Are there any state regulatory issues or exposures?
No. Because Healtheflex is structured as a self-funded, noninsured federal benefit plan under IRC Section 125, it is governed exclusively by federal law. It falls outside the jurisdiction of state insurance departments and is not subject to state insurance mandates, state benefit regulations, or state-level regulatory exposure.
Why do some Section 125 plans get scrutinized?
Historically, scrutiny arose from poor structures, cash-equivalent rewards, or insured wellness riders. A properly structured self-funded plan avoids these by focusing on qualified services.
What's the downside risk?
Primary risks include poor communication or weak administration. When structured and managed properly, there is no insurance risk or claims liability.
What happens if regulators change the rules?
This structure relies on established tax frameworks. Because it is self funded, non-insured, and documented, it is inherently adaptable. There are no current state regulatory issues or exposures; the plan is a self funded, non-insured federal structure under IRC Section 125, placing it outside state insurance department jurisdiction and state benefit mandates entirely.
Will this affect our HSA, FSA, or existing benefits?
No, when structured correctly. These plans coexist with HSAs and FSAs and do not disqualify employees from HSA eligibility.
What if employees don't participate?
Effective models engineer engagement through incentives, accountability, and real human intervention, measuring outcomes rather than hoping for passive engagement.
Is this more work for HR?
No. Administration is handled by the plan administrator, requiring minimal HR involvement, clean payroll integration, and no carrier negotiations.
Is this a long-term commitment?
No. Unlike insured products, there is no multi-year lock-in. Plans are adjustable, terminable, and employers retain full control.
What kind of employers is this best suited for?
It is best for founder-led or CFO-driven organizations that are frustrated by recurring premium increases and willing to think long-term.
Why aren't more employers doing this?
The insurance market is incentivized to price risk rather than eliminate it. Many carriers and brokers do not promote structural solutions, and past abuse created skepticism.
What's the executive takeaway?
It is a structural approach to improve health outcomes, increase compensation efficiency, and reduce cost volatility by aligning incentives.
LET'S MAKE SOMETHING BETTER
Your people are worth the conversation.
Whether you have 20 employees or 2,000, we'd love to hear what a better benefits experience could mean for your business.
Real people. Real questions. A conversation that starts with listening.