What Does Beyond Med Cost an Employer, and Who Pays What?

Beyond Med can be offered as a voluntary benefit that employees choose and typically pay for through payroll deduction, with no direct employer funding, or as an employer-sponsored benefit where the employer pays for access. Group pricing is quoted for each employer, so this page explains how the structure works and what to send for a quote. It does not publish a price. In both models members pay participating providers directly at the agreed member rate, and Beyond Med is not insurance.

Why Does the Structure Matter More Than a Price List?

Beyond Med expands access to supplemental and elective care that traditional benefits often leave out or limit, and helps members save at the point of service through participating-provider pricing. What an employer pays depends on how the benefit is offered, who is eligible, and how many people are in the group. A single published number would be wrong for most employers, so the useful question is which structure fits your workforce.

What Are the Ways an Employer Can Offer Beyond Med?

Employee-only and family tiers are available depending on the arrangement. Enrollment can run during Open Enrollment or year-round if the employer allows it.

What Does a Voluntary Program Cost the Employer?

There may be no direct employer funding requirement. That is different from no work. The employer still takes part in implementation, eligibility, payroll and communication, and it is more accurate to say "no direct employer funding" than "free." The current Beyond Med employer page describes payroll deduction with a monthly invoice and eligibility file.

What the employer contributes in a voluntary program:

• Setup time. Confirming the eligible population, the effective date and the benefit tiers.
• Payroll and eligibility administration. Setting up the payroll deduction and exchanging an eligibility file. Beyond Med supports enrollment, eligibility files, invoicing and reconciliation.
• Communication. Telling employees what the benefit is, and that it is not insurance, before they enroll.

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 later use a participating provider, they pay that provider directly at the agreed member rate. Beyond Med does not pay providers, does not process claims and does not reimburse members, so there is nothing to submit after a visit.

Savings vary by service and provider. Members can review the participating price before care and compare it with the provider's standard self-pay price. Beyond Med cannot guarantee that every member saves more than they contribute, and a member who never uses the program may not see value from it.

Why Would an Employer Sponsor It if Employees Can Pay?

Sponsorship can create access for everyone eligible, remove the enrollment decision, support equity across the workforce and make the benefit more visible. A voluntary structure preserves the employer's budget. Neither is better in every case, and the right choice depends on workforce priorities and economics. Participation should not be compared across the two: an employer-paid group gives access to all eligible employees, while a voluntary group measures how many chose to opt in.

Why Is Group Pricing Quoted Instead of Published?

Group pricing depends on the size of the group, the eligibility design, the funding structure, the network available where employees live, and the arrangement agreed with the employer. Beyond Med does not infer one group's price from another's. Employers get a written, group-specific quote.

What Does an Employer Need to Send to Get a Quote?

• Employer name
• Desired effective date
• Number of eligible employees
• Employee locations
• Funding structure you are considering, voluntary or sponsored
• Your broker or consultant, if you work with one

Employee service interests and priority locations help Beyond Med assess fit and network access, and they can shape which providers Beyond Med recruits.

What Are the Limits and Open Questions?

• Beyond Med is not insurance. It does not replace a medical plan and is not designed for emergency, hospital or inpatient care.
• Provider participation, services and member rates vary by provider, location and time.
• Whether an arrangement is treated as an ERISA plan or affected by the ACA can depend on funding, endorsement, eligibility and administration. Payroll deduction can also raise tax questions. These are questions for your own counsel or benefits adviser, and Beyond Med supports the administration you choose.
• There is no fixed minimum employer size published here. Fit depends on employee demand, geography and how the benefit is enrolled.

Where Do I Start?

Email info@beyondmedplans.com or call 1-844-267-6192 with the details above and ask for a proposal. You can also read Beyond Med for employers

Key Takeaways

• Beyond Med can be offered voluntarily, with employees paying by payroll deduction and no direct employer funding, or sponsored by the employer.
• "No direct employer funding" does not mean no work: setup, payroll, eligibility and communication still take time.
• Group pricing is quoted per employer and is not published on this page.
• Members pay participating providers directly at the agreed member rate. There are no Beyond Med claims or reimbursements.
• Savings vary by service and provider and are not guaranteed.
• Legal and tax questions about the arrangement belong with the employer's own counsel or adviser.

Key Terms Glossary

Voluntary benefit: A benefit an employer makes available that employees elect and typically pay for themselves, often through payroll deduction.

Employer-sponsored benefit: A benefit the employer pays for on behalf of eligible employees.

Payroll deduction: An employee's contribution withheld from their paycheck instead of billed separately.

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

Group quote: A written proposal for a specific employer, based on group size, eligibility, funding structure and network.

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

FAQ

Does Beyond Med cost an employer anything?

A voluntary program may have no direct employer funding requirement. The employer still contributes implementation, eligibility, payroll and communication effort. An employer-sponsored program is paid for by the employer at a quoted group price.

What does an employee pay?

In a voluntary program, 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.

How much does it cost per employee?

Group pricing is quoted per employer and depends on group size, eligibility, funding structure and network. Request a proposal at info@beyondmedplans.com.

Do members save money?

Savings vary by service and provider. Members can review the participating price before care and compare it with the provider's standard self-pay price. Savings are not guaranteed.

Do members file a claim or wait for reimbursement?

No. The member pays the participating provider directly, and Beyond Med does not process claims or reimburse members.

Is Beyond Med insurance?

No. It does not assume insurance risk, pay claims or reimburse providers. It complements other health benefits and does not replace them.

Can we offer it to only some employees?

Eligibility can be configured to the employer's direction and operational needs. Whether a particular design is right for you is a question for your adviser.

Is Beyond Med subject to ERISA or the ACA?

That depends on how the employer funds, endorses and administers the arrangement. Employers should decide with their own counsel or benefits advisers. Beyond Med describes how the product works and supports the administration the employer chooses.