Confidential — for authorized broker use only
What if preventative healthwas part of your financial strategy?
Healthcare forces companies to treat care as a line item. That's backwards. We asked: what if it could be structured as a funding mechanism? The underlying Section 125 framework has existed in the U.S. tax code since 1978. The rules were already written. We architected them for preventative health.
Broker Onboarding
From intro call to launch
Audited. Adopted. Proven.
1,570+
Employers served
520+
Employer launches
$47M+
Benefits processed — no adverse IRS findings reported in the documented audit history
4
IRS audits with no adverse findings
75–90%
Typical participation when communication and implementation are executed correctly
12+ yrs
Implementation history
The Real Problem
The healthcare system often rewards treatment more than prevention.
People don't skip care because they don't want it. They skip it because the system often makes care harder to access, harder to navigate, and more expensive at the point of use.
The Structural Difference Nobody Talks About
Wellness looks like healthcare.Preventative health is structured medical care.
One is a workplace initiative. One is federally defined medical care. The market often blends them together. The tax code does not.
Section 132
Wellness
- Gym stipends, step challenges, smoothie bars
- Generally treated as employee-taxable benefits
- Often lower adoption
- Optional and supplemental
Section 213(d)
Preventative Health
- Doctor-led care, labs, behavioral health, and chronic-condition support
- Structured medical care under Section 213(d)
- Typically higher participation when implemented correctly
- Designed to improve real utilization
One Decision
Four Stakeholder Wins
Employee
Your paycheck may stay the same in modeled examples, while access to care improves.
- 16+ benefit categories designed to expand meaningful access to care
- $0 copay on included virtual care services, with easier access to care
- Portable universal life insurance that stays with the employee, subject to policy terms
- Long-term financial protection designed to support employees and their families
CFO
For some self-insured employers, the model can support EBITDA improvement and improved cash efficiency.
- Structured differently, not funded by new benefit spend in many cases.
- Modeled FICA savings are often the baseline; other outcomes depend on participation, utilization, and group profile.
- The structure creates a measurable funding mechanism; broader financial results should be modeled conservatively.
- In some modeled cases, employers may see 3–5x year-one ROI, with longer-term upside depending on utilization and claims experience.
HR
Day-to-day administration is led by Oaceus, with employer collaboration.
- Enrollment is designed, supported, and executed end to end.
- Oaceus handles much of the operational lift, by design.
- Technology-enabled administration with compliance oversight and employer coordination.
- Built to reduce HR burden relative to many voluntary benefit rollouts.
CEO
A people-first strategy designed to support the business as well.
- Can help strengthen attraction and retention.
- Can help employers respond more effectively to ongoing healthcare cost pressure.
- Leading by structure, not just additional spend.
- Supports a culture that employees can feel and use.
For Brokers
All brokers sell benefits.You're about to bring strategy.
Your core medical, dental, and vision relationships stay intact. You walk in with a structured solution, documented math, and a differentiated story. You don't lose the relationship — you deepen it.