$26,993
Average annual family premium in employer-sponsored coverage in 2025.
Source: KFF, 2025 Employer Health Benefits Survey Zero net cost supplemental benefitsTake care of your people.
Take care of your people.
Strengthen your bottom line.
CareFront connects your business with zero net cost supplemental benefits. Help your team access everyday care and more take-home pay while exploring potential savings for your business.
Complements existing insurance Built for businesses with 25+ W-2 employees
Built for employers with 25+ W-2 employees. Especially staffing, home health, hospitality, construction, logistics, and hourly workforces.
Staffing & LogisticsBenefits for the people who keep business moving.
$0Out-of-pocket cost for covered program services
$920Average annual savings per enrolled employee*
More take-home payFor eligible participating employees
*CareFront planning benchmark. Actual savings vary by eligibility, participation, and payroll.
The pressure is realCosts keep rising.
Costs keep rising.
Your people keep weighing their options.
Another renewal increase. Another open shift. Another good employee lost to a more attractive offer. Business owners feel all three.
52%
Your next resignation may already be taking shape.
Of U.S. employees were watching for or actively seeking another job in May 2026.
Source: Gallup, Employee Retention & AttractionPeople look beyond the hourly rate. Better pay and benefits, wellbeing, work-life balance, and workplace culture all matter. Accessible care and a stronger paycheck give you something tangible to offer.
Strengthen Your Benefits OfferMore value on both sides of the paycheck
A benefit people can actually use.
Supplemental care alongside your existing insurance, with $0 out-of-pocket costs for covered program services.
Everyday care, made easier
Virtual primary and urgent care, with convenient access when life gets busy.
Support beyond physical health
Behavioral health and coaching to support everyday wellbeing.
Less out of pocket
Covered generic prescriptions and eligible lab services at $0 cost.
More in their paycheck
Eligible participants may see an increase in take-home pay. Individual results vary.
The 80/20 lensEveryday care.
Everyday care.
Without the everyday friction.
Think of healthcare in two buckets: the routine needs people encounter regularly, and the major medical events that need comprehensive insurance.
The supplemental program available through our provider connections focuses on everyday support. Keep major medical coverage for hospitalizations, surgery, specialists, and other significant needs.
Explore Everyday CareEveryday support
Virtual primary careUrgent careBehavioral healthCovered genericsEligible labsWellbeing coaching
“80/20” is a way to explain the focus on routine care, not a verified utilization percentage or a promise to cover 80% of medical needs. Covered services and limits are governed by plan documents.
Know what you’re adding
Everyday benefits vs. a limited MEC plan.
Both may have a place in your benefits strategy. Their purpose and services can be different.
On smaller screens, swipe the table to compare plans.
| What matters | Program focusSupplemental benefit program | Limited preventive-only MEC plan |
|---|---|---|
| Primary purpose | Everyday care access and employee support | Preventive coverage that qualifies as minimum essential coverage |
| Virtual primary & urgent care | Included covered services | May require a separate service or add-on |
| Behavioral health & coaching | Included covered services | Varies; not inherent in a preventive-only design |
| Covered generic prescriptions & labs | $0 for eligible program services | Depends on plan design and covered services |
| Employee out-of-pocket cost | $0 copays for covered program services | Covered preventive care may be $0; other services vary |
| Take-home pay & business savings | Potential increase in net pay and employer savings, subject to review | Not inherent to MEC status |
| Major medical protection | Complements comprehensive insurance | Limited MEC is not necessarily comprehensive or minimum value |
MEC is a coverage designation, not one standardized plan. Many comprehensive insurance plans are also MEC. This comparison concerns limited preventive-only MEC designs; confirm specific plan documents. MEC definition: HealthCare.gov.
Let’s Review Your Current BenefitsYour business. Your potential.Small changes.
Small changes.
Meaningful impact.
Explore the annual savings opportunity for your workforce. Then let’s get you a personalized analysis.
No replacement of existing insurance Start with a simple payroll review
25 employees2,500 employees
Estimated annual business savings$73,600
Get My Personalized Analysis$6,133 / month$220,800 over 3 years
Illustrative estimate. Actual savings depend on eligibility, participation, payroll, and program costs. Not a quote or guarantee.
Built for your workforceDifferent industries.
Different industries.
The same need for better benefits.
Especially valuable for employers with hourly, variable-hour, and dispersed W-2 teams.
Your people have options. Give them a reason to choose you.
Help temporary, seasonal, and part-time W-2 associates access everyday care. Add a meaningful benefit without putting more pressure on thin margins.
Support recruiting and associate retention
Offer access from day one, subject to eligibility
Make benefits relevant to a changing workforce
Explore Benefits for StaffingA clear path forward
From “is this a fit?” to benefits in use.
Review
We learn about your workforce, existing benefits, and payroll.
Analyze
The provider reviews eligibility and presents projected savings and program details.
Launch
Your provider coordinates setup and employee education.
Does this replace our health insurance?
No. This is supplemental coverage and care access alongside existing insurance. Comprehensive insurance remains important for significant medical events.
How can there be zero net cost?
The program is structured through payroll. For qualifying employers and employees, projected payroll tax savings and the program’s financial structure can offset costs. A personalized review confirms eligibility, costs, and net results.
Can part-time and temporary employees participate?
Eligible W-2 employees may participate, including part-time, seasonal, and temporary workers. Actual eligibility depends on payroll and plan requirements.
Are all medical services free?
$0 out-of-pocket costs apply to covered program services. Services outside the program, exclusions, and limits are governed by the applicable plan documents.
Will this reduce turnover?
More accessible benefits can strengthen your employee offer. Retention also depends on pay, scheduling, management, culture, and other factors. No specific reduction is guaranteed.
A stronger workforce starts here
See What Your Business Could SaveYour next advantage could already be in your payroll.
Let’s see what better benefits could look like for your business.