Frequently Asked Questions...

Find detailed answers below regarding EWI implementation, workforce eligibility, zero net cost structure, and HR analytics integration.

1. What is the Employer Wellness Initiative?

The Employer Wellness Initiative, or EWI, is a workplace wellness and healthcare program designed to work alongside a company's existing benefits program. It combines a Section 125 Cafeteria Plan with a self-insured medical expense reimbursement plan so eligible employees and their families can access meaningful healthcare services while the employer and employee benefit from payroll tax savings already allowed under federal law. EWI is not simply a discount program or a cash payment. It is a service-based arrangement built around real, documented healthcare services. The result is a stronger benefit offering that can help growing companies attract talent, retain valuable employees, and reward the people helping the business move forward.

2. Is EWI insurance, and does it replace our existing health insurance?

No. EWI is not a replacement for your company's health insurance. It works alongside your existing benefits program and is designed to enhance the healthcare resources available to eligible employees and their families. The employer does not need to cancel its current medical plan, change carriers, or ask employees to give up coverage they already value. EWI adds a coordinated set of virtual care and wellness services while preserving the existing benefits foundation. That distinction matters: the goal is to strengthen what the company already offers, not disrupt it.

3. What healthcare services do employees and their families receive?

Enrolled employees receive access to five connected areas of care: Primary Care, Urgent Care, Mental Health, Pharmacy, and Weight & Lifestyle Management. Services are delivered through a nationwide virtual-care network, allowing employees and their families to seek help without waiting for
a traditional office visit in many common situations. The program has no copay and no deductible for the included services. It does not change the employee's existing health insurance. Exact eligibility and access details are reviewed during the employer's program evaluation and enrollment process.

4. How can EWI have no additional cost to the employer?

EWI funds itself through payroll tax savings the IRS already allows. Under the program structure, a portion of an enrolled employee's existing wages is treated as a pre-tax wellness benefit. That reduces taxable payroll for both the employee and the employer, which can reduce the FICA taxes each owes. The savings help fund the healthcare and wellness services, so the employer does not need to create a new benefits budget or add a separate employer-paid premium. Because every company's payroll and employee population are different, Altior reviews the numbers before enrollment to confirm how the program may perform for that employer.

5. How can employees potentially increase their take-home pay?

The pre-tax structure can reduce the amount of payroll tax withheld from an enrolled employee's paycheck. When less of the employee's pay is subject to FICA tax, net take-home pay can increase even though the program is also delivering additional healthcare and wellness services. Based on program averages, the potential increase is $2,000 or more per participating employee per year. This is an illustrative average, not a guaranteed result. Actual impact depends on compensation, tax circumstances, payroll frequency, eligibility, participation, and other factors. Each employer receives a company-specific review before making a decision.

6. What does the employer potentially retain?

The employer may retain payroll tax savings created by the same pre-tax structure. Altior refers to this retained value as Employer Efficiency Capital because it comes from operating more efficiently, not from cutting jobs, reducing wages, or taking away existing benefits. Program averages indicate that an employer may retain $750 or more per enrolled employee each year. Actual results vary by payroll and participation. The company-specific analysis is intended to show the expected economics before implementation so the employer can evaluate the opportunity using its own workforce information.

7. Is EWI compliant with IRS and ERISA requirements?

EWI is built on established federal benefit and tax law, including Internal Revenue Code Sections 125, 105(b), 106(a), and 213(d), together with applicable plan-administration requirements. A critical distinction is that EWI is service-based: real healthcare services are delivered and documented, and the reimbursement value is supported by independent actuarial analysis rather than treated as a flat cash payment. The program also includes ongoing plan administration and compliance oversight. Every enrolled employer receives a written contractual commitment providing employer-level legal defense in the event of an IRS inquiry. Employers should still involve their own tax, legal, or benefits professionals whenever appropriate.

8. Will EWI disrupt our payroll, HR team, or current benefits administration?

EWI is designed for minimal disruption. Altior and the program administration team coordinate the plan documents, employee communication, enrollment, payroll setup, and ongoing support with the employer's designated contacts. Payroll will reflect the pre-tax election and related benefit structure, but the employee's existing insurance remains in place. The implementation schedule depends on the employer's payroll platform, workforce eligibility, enrollment timing, and internal review process. A practical implementation plan is confirmed before launch so payroll and HR know what will happen, who owns each step, and when changes will appear.

9. What will employees see on their paycheck?

Employees may see new payroll line items reflecting the pre-tax wellness election and the associated reimbursement arrangement. The exact labels depend on the payroll system and the implementation configuration. The purpose is not to reduce an employee's agreed compensation. It is to restructure a portion of existing wages within the compliant benefit plan so that eligible amounts receive pre-tax treatment. Net take-home pay is expected to remain stable or increase, with the program average showing a potential annual increase of $2,000 or more. Employees receive education before enrollment so they can understand both the services and the paycheck presentation.

10. How do we find out whether EWI is a fit for our company?

The next step is a focused 30-minute review with Altior. We will learn about your workforce, existing benefits program, payroll environment, and business priorities. If the initial fit is strong, Altior can prepare a company-specific analysis showing potential employee impact, potential employer retention, implementation considerations, and the information needed for a responsible decision. Not every employer or employee arrangement will qualify, so the evaluation comes before any commitment. The goal is simple: determine whether EWI can strengthen your benefits strategy without adding cost or unnecessary disruption.

What EWI Could Mean for Your Company

Every workforce is different. A focused review can show how EWI may affect your employees, your payroll, and your benefits strategy using your company's own information.