A benefit your people use every month, for less than a pay rise costs you.

Traditional plans are expensive, slow to administer and hard to sustain at a small headcount. This is the opposite of that: no administration, no underwriting, predictable cost, and something an employee actually notices at the pharmacy counter rather than once a year at renewal.

87% would take improved benefits over a 5% pay rise

Which is the entire argument on one line. A 5% rise is permanent payroll; a benefit is not.

75% say a strong benefits package would make them choose one job over another

Benefits are not a retention tool alone. They decide offers.

41% would not work for a business offering no additional perks

The same proportion again consider benefits crucial when choosing an employer.

39% are not satisfied with the benefits they currently have

And 29% say their employer offers only the bare minimum.

Figures from employee benefits surveys

02 — The cost of doing nothing

Offering nothing is itself a message

Employees read an absent benefits package, and what they read is rarely generous.

×The business does the bare minimum

×Leadership does not much care about the people who work here

×The company is behind the curve

×The culture is weak

None of those conclusions are necessarily fair, and all of them cost you in a competitive labor market — first in who applies, then in who stays.

03 — What you would be offering

Against a traditional plan

Not a replacement for health cover. A different thing, aimed at a different problem.

A traditional plan

This

Underwriting and enrollment windowsCensus data, renewals, an annual scramble.

Join and goNo underwriting, no health questions, no enrollment window.

Administration falls on youSomeone in your business becomes a benefits administrator.

Nothing to administerNo claims pass through you, because there are no claims.

Used rarely, felt at renewalBuilt for the rare and expensive event.

Used monthly, felt at the counterPrescriptions, glasses, dental, lab work — ordinary recurring spend.

Cost rises with claimsYour renewal reflects your people’s bad year.

Cost is a subscriptionPredictable, and it scales with headcount rather than with claims.

Employees get the same seventeen-category catalogue as any other member — up to 85% on prescriptions, 15–50% on dental, 10–60% on vision, 10–80% on lab work — on the same card, at the same networks.

04 — Setting it up

Sized to your business, not to a package

Small business arrangements are built around headcount, workforce needs and what you are actually trying to fix.

Some businesses want a recruiting line on the job advert. Some want to give an existing team something without touching payroll. Those are different problems and they do not get the same answer, which is why pricing and plan detail here are worked out in conversation rather than posted on a page.

Talk through what would fit

A few questions about headcount and what you are trying to achieve. No forms, and no obligation.