Standalone Preventative Care for Repeatable Savings — Thrive Benefits Group

Pay less in taxes.
Give employees better benefits.
No new budget.

Employees contribute pretax to a standalone wellness plan — and get reimbursed. You capture the FICA savings every payroll cycle. Your existing health plan stays exactly as-is.

How it works in three steps

No new budgets. No changes to your existing health plan. Two new payroll line items — that's the full implementation.

1

Add a Standalone Wellness Plan

Employees contribute to a preventative care program — virtual primary care, urgent care, behavioral health, telehealth, mental health counseling, and more. $0 copay care with $0 deductible, redirecting claim costs away from your organization.

2

Establish Compliant Reimbursements

Participation allows employees' pretax contributions to come back into their pay within the same pay cycle. They get savings on top of the built-in services without seeing a decrease in their normal take-home pay.

3

Capture Predictable Tax Savings

Every participating employee reduces your FICA liability. You give employees an extra layer of protection. You capture predictable payroll tax savings every pay period.

Live program results — 2025
$401,856
Combined annual impactCity of Refuge, 138 participants
$82,248
Employer payroll tax savingsCareM, redirected to mission
$319K
Employee tax relief generatedCareM, avg $193/month/employee
$0
New budget requiredAll fees funded from gross savings

Real organizations, real results

Built for nonprofits, assisted living and care organizations, and any employer with benefits-eligible staff.

Home Healthcare · New Mexico

CareM

In an industry with 70%+ turnover, CareM needed a way to protect their caregivers without adding to an already-thin operating margin. The program integrated into payroll without disruption and generated positive cash flow from month one.

$5,917
Monthly employer savings
$21,607
Monthly employee savings
117
Covered caregivers
$401K
Combined annual impact
"You're stupid if you don't do this." — CareM CFO
Read the full story
Housing Services · Atlanta, GA

City of Refuge

Rising payroll costs were quietly pulling resources away from housing and workforce programs. They restructured how payroll dollars worked — and turned a tax burden into a retention asset without touching the mission budget.

$82,248
Annual employer savings
$319K
Annual employee savings
138
Participants
$0
New budget required
"This has been extremely valuable for our staff." — Bruce Deel, CEO
Read the full story
Youth Development · Augusta, GA

Boys & Girls Clubs of Augusta

Serving youth and families in Augusta with programs built to create futures. Stretching every dollar is a daily discipline — so savings that fund the mission without adding a budget line are a win.

$140,499
Annual total net savings
46
Participating employees
"We partnered with Thrive as a part of a broader commitment to strengthen employee wellness, financial security and long-term organizational sustainability." — Kim Evans, CEO, Boys & Girls Clubs of Augusta
Read the full story
"

It's like an ongoing, year-round fundraiser.

Derrick Kinsey — CEO, Boys & Girls Club of the Ocoee Region
Boys & Girls Club of America Blue Spirit Award Winner, 2024

Common questions

No. The structure is specifically designed so that net pay goes up or is preserved based on how savings are used.
There is no disruption to any existing benefits. This is a bolt-on solution which complements your existing benefits by redirecting claims and creating tax savings. This is not a replacement.
Completely voluntary. Employees opt in during open enrollment and can opt out upon qualifying life events. Participation is just like your normal benefits.
Participating employees' tax brackets will never be adversely affected. In many cases, employees end up in a lower tax bracket as a result of participation.
The cost is a shared admin fee of $130 per employee per month which is only taken out after total gross savings are created. You net $225 combined per employee per month on average.
A new group can typically go live within two months.
Yes. This meets ACA and ERISA guidelines. The 2026 IRS Employer's Tax Guide allows for these types of nontaxable reimbursements under this specific plan setup.

See what the program would generate for your organization

We'll pull a custom savings breakdown based on current member data — employer FICA savings, employee take-home impact, and combined net effect. Just share your headcount.

No cost No commitment Response within one business day