While potentially reducing healthcare claims exposure as eligible care shifts outside the major medical plan. Works alongside your existing health plan and payroll platform.
Reviewed by Greenberg Traurig. Underwritten by an A-rated carrier. Built for enterprise due diligence.
One employer. Documented results.
Built for every executive involved in the decision — same program, different reasons to say yes.
Every open role costs money before you find a replacement. iM4 Health turns your existing payroll tax structure into a retention lever — delivering up to a 7% employee pay increase — no plan redesign, no open enrollment disruption, no employee cost.
Beyond the pay increase itself, expanded access to day-one virtual and behavioral care means employees get care sooner — and when eligible primary, urgent and behavioral visits shift outside the major medical plan, those same visits may no longer become claims against it. Better access and reduced claims exposure move together.
iM4 Health is designed to improve employee affordability without increasing employer cost. Separately, employers may also see reduced healthcare claims exposure as eligible care shifts outside the major medical plan.
iM4 Health works alongside your existing payroll infrastructure to reduce employer-side payroll tax exposure — no new spend, no plan restructuring, no cash outlay required to implement. Your finance team gets a payroll tax line reduction averaging ~$757 per employee annually. Your CHRO gets a retention tool. Same program, two reasons to say yes.
These two economic considerations are modeled and evaluated separately — never combined into a single figure — so the basis for each remains clear.
iM4 Health is designed to work alongside major enterprise payroll environments, including ADP, Workday, UKG, SAP, Oracle PeopleSoft, Paycor, Paycom, Dayforce, isolved and others. It runs as a pre-tax election through your existing payroll infrastructure.
The take-home-pay mechanism runs entirely through your existing payroll infrastructure — no new deduction category, no plan redesign. The healthcare-access component runs in parallel through the same enrollment, without requiring separate implementation work.
This observed result is separate from the take-home-pay economics and should not be interpreted as a forecast for another employer. We'll prepare an illustrative, employer-specific analysis showing both economic levers separately — no obligation.
Permanent federal law since 1954. Not wellness. Every claim triggered by a licensed medical professional.
United States Fire Insurance (Crum & Forster) — A Excellent AM Best, est. 1822.
Comprehensive legal documentation available for employer counsel, upon request.
Built-in audit confirms every qualified employee sees a net pay increase.
Fred E. Karlinsky — legal counsel at one of the highest-ranked law firms in the US.
5+ years of continuous operation. Multiple state DOI approvals.
iM4 Health does not replace existing insurance. It enhances coverage and offsets out-of-pocket costs for those who have it, and provides comprehensive benefits for those who don't — full time and part time equally, from the first paycheck.
No copay on the 5,000 most prescribed medications, so routine treatment never becomes a cost employees skip.
No hours threshold and no waiting period. Full-time and part-time workers qualify immediately.
Primary care, urgent care, behavioral health and dermatology — unlimited visits, no copay.
Dental, vision, hearing, labs, imaging, diabetes management and tele-vet — all included from day one.
Sits alongside your current plan rather than replacing it — offsetting out-of-pocket costs for those covered and filling the gap for those who aren't.
Routing 75% of visits to $0 virtual care gets employees treated faster — before care is delayed by cost or a billing department.
In senior living, a $2–3/hour effective raise is the difference between a caregiver staying or leaving for the next community. iM4 Health delivers that raise at zero net cost — day one, full time and part time equally.
Every caregiver — full-time, part-time, and PRN — receives a structural pay increase in their very first paycheck, funded through payroll savings already in place.
The program funds itself entirely through existing payroll tax savings — approximately $757 per employee annually at 95% adoption.
Several senior living operators already live. Documented results: $116,581–$117,715 in annual savings per employer.
iM4 Health is live at McDonald's Corp with 160,000 employees and Checkers & Rally's across 1,200 locations — both at 95% adoption. The same franchise workforce profile as your brand.
160,000 employees enrolled at 95% adoption. Full-time, part-time and seasonal — all covered from day one.
10,000+ employees across 1,200 franchise locations currently onboarding.
No 30-hour threshold. No 90-day waiting period. Every crew member gets the same benefits from their first paycheck.
As the employer of record, every dollar of savings generated by iM4 Health flows directly to you — not the client company. Your placed employees get a meaningful take-home pay increase. You capture the ~$757 per employee annually in payroll savings.
Every organization's numbers are different. Share four pieces of information and I'll build a custom illustrative financial model showing exactly what iM4 Health means for your specific workforce — no sales pressure, just the math.