How Can an Employer with 500 to 5,000 Employees Offer Beyond Med Without Direct Funding?

The employer still puts in time for setup, eligibility, payroll and communication, and it can sponsor access instead if it wants every eligible employee to have the benefit. Group pricing is quoted per employer. Beyond Med is not insurance, and members pay participating providers directly.

What Is a Voluntary Benefit at This Size?

A voluntary benefit is a line on the benefits menu that the employer makes available and employees choose to join. The employee's membership contribution typically comes out of their paycheck. Beyond Med supports enrollment, eligibility files, invoicing and reconciliation, and there are no claims or reimbursements for HR to administer.

For a larger employer this is a practical fit: one benefit line can respond to what employees already look for outside the medical plan, such as weight management including GLP-1 programs, fertility, skin care, pain relief, mental wellness, vision and hearing, without adding a separate vendor for each category.

What Does It Cost the Employer?

There may be no direct employer funding requirement in a voluntary program. That is not the same as no work, because the employer still contributes:

• Setup. Confirming the eligible population, effective date and benefit tiers.
• Payroll and eligibility. Payroll deduction and an eligibility file exchange. Beyond Med sends a monthly invoice with the eligibility file.
• Communication. Explaining what the benefit is, and that it is not insurance, before employees enroll.

If an employer prefers universal access, it can sponsor Beyond Med instead. Sponsored pricing is quoted per group and can differ from the voluntary rate.

What Does the Employee Pay?

In a voluntary program the employee pays a membership contribution set by the group quote, typically through payroll deduction. When they use a participating provider they pay that provider directly at the agreed member rate. Savings vary by service and provider, and members can review the participating price before care. A member who never uses the program may not see value from it.

What Changes for an Employer with Many Sites?

Larger and multi-site employers ask three questions that smaller ones often do not.

• Will there be providers where my employees live? Beyond Med has clients in all 50 states, and provider participation and services vary by location. Beyond Med can review employee locations against current network access, including virtual, mobile or in-home options, before implementation, and can target recruitment using employer priorities and member nominations. Recruitment is an effort, not a guarantee that a specific provider will join.
• Can payroll and benefits systems run it? Beyond Med supports secure eligibility exchange and benefits-platform integrations depending on the employer's systems. Which methods are available for your systems is confirmed during implementation.
• How do we reach employees across locations? Support can include live or recorded Open Enrollment presentations, benefit guides, enrollment pages, telephone help and ongoing employee communications.

How Does a Rollout Work?

• Fit review. Share employee locations and any service priorities so Beyond Med can show current access honestly.
• Quote and structure. Choose voluntary or sponsored and receive a group-specific proposal.
• Set up administration. Agree eligibility, payroll deduction, invoicing and reconciliation.
• Enroll. Run Open Enrollment or year-round enrollment with employee education.
• After launch. Member support, Concierge help, employee communications and agreed summary reporting on what employees are seeking.

Who Is It Not the Right Fit For?

If guaranteed access to every service in every location is a threshold requirement, the parties should decide fit before implementation. Beyond Med does not promise a provider in every ZIP code. It also does not replace a medical plan, and the program does not include emergency, hospital or inpatient care. How many employees enroll depends on communication, relevance, price, geography and enrollment execution, and no participation result is guaranteed.

How Do I Start?

Email info@beyondmedplans.com or call 1-844-267-6192 with your employer name, desired effective date, eligible employee count, locations and funding structure. See also Beyond Med for employers and Beyond Med for members.

Key Takeaways

• A larger employer can offer Beyond Med as a voluntary benefit with no direct employer funding, or sponsor it.
• "No direct employer funding" still means setup, payroll, eligibility and communication work.
• Employees typically pay by payroll deduction, then pay providers directly at the agreed member rate. There are no Beyond Med claims.
• Multi-site employers should have current provider access reviewed by location before promising specific services.
• Group pricing is quoted per employer and not published.
• Beyond Med is not insurance and does not replace a medical plan.

Key Terms Glossary

Voluntary benefit: A benefit an employer makes available that employees elect and typically pay for themselves.

Payroll deduction: An employee's contribution withheld from their paycheck.

Eligibility file: The list of employees who are eligible for a benefit, sent securely to Beyond Med on the employer's schedule.

Member rate: The price a participating provider has agreed to charge Beyond Med members for a participating service.

Concierge Team: Beyond Med staff who help members find providers, confirm pricing and coordinate appointments.

Discount plan: A membership program that arranges contracted prices with participating providers. Members pay those providers directly. It is not insurance.

FAQ

Can a company with 500 to 5,000 employees offer Beyond Med without paying for it?

It can offer it as a voluntary benefit with no direct employer funding, where employees typically pay through payroll deduction. The employer still contributes setup, payroll, eligibility and communication effort.

Can we sponsor it for everyone instead?

Yes. An employer-sponsored option lets the employer pay for access for eligible employees. It is quoted per group.

How much does it cost per employee?

Group pricing is quoted per employer and depends on group size, location, eligibility and funding structure. Email info@beyondmedplans.com for a proposal.

Is Beyond Med insurance?

No. Beyond Med is not insurance. It does not pay claims or reimburse members. Members pay participating providers directly at the agreed member rate.

What if our employees are spread across several states?

Beyond Med has clients in all 50 states. Provider access varies by location, so Beyond Med reviews employee locations against the current network first, and can look at virtual, mobile or in-home options and targeted recruitment.

How do employees find care?

They search the provider network or ask the Concierge Team, contact the provider, verify membership and pay the provider at the member rate.

Is there a minimum company size?

There is no fixed minimum published here. Fit depends on employee demand, geography and how the benefit is enrolled.

How does HR keep employees from confusing it with insurance?

State plainly in every communication that Beyond Med is not insurance, that it complements other health benefits, and that members pay participating providers directly.