Benefits worth staying for.
Source Health puts 80–87% of every premium into employee-owned accounts. They build real equity. You build real retention.
No more annual repricing. No more carrier negotiations. No more HR playing middleman. You set the contribution. We handle the rest.
Employee Wellness Programs
While employer insurance plans are being finalized, your employees can start benefiting today. Source Health Wellness offers physician-guided programs in all 50 states. Healthier employees now means lower claims and faster IPR growth when insurance launches.
GLP-1 Programs
Physician-prescribed weight management starting at $129/month. Available nationwide.
Hormone Optimization
Clinically supervised testosterone and hormone protocols for sustained energy and performance.
Longevity Protocols
Sermorelin, NAD+, and peptide therapies with physician oversight and monthly delivery.
Typically Live in 30 Days. Designed for Zero Coverage Gaps.
Typical implementation from signed agreement to employee enrollment
Designed for zero coverage gaps during transition
As few as one HR meeting needed. We handle the rest.
We built Source Health Group Insurance specifically so switching is not the hard part. The hard part was building a better plan. That part is done.
See the week-by-week timeline›Three Structures. One Architecture.
Each model shares the same Investment Premium Reserve foundation — giving employers flexibility while building employee wealth.
ICHRA
Give employees a tax-free allowance to choose their own plans. You control the budget. They choose the coverage. Everyone saves.
Learn more›Captive Group Plans
The only group plan where premiums build employee wealth. 80–87% of every premium dollar goes to an employee-owned Investment Premium Reserve (IPR) account.
Learn more›TPA Services
Already self-insured? We administer your plan with IPR accounts, Care Approved Card access, and self-pay pricing.
Learn more›Why employees never leave.
Because leaving means walking away from money they've earned.
Employees own what they pay for
Every other health plan takes 100% of employee premiums and gives back $0 in equity. Source Health puts 80–87% into Investment Premium Reserve (IPR) accounts employees own. After 5 years, a healthy employee could have $15,000–22,000+ in their account. That's not a benefit — it's compensation. Try losing an employee to a competitor who offers a standard Blue Cross plan when the employee would walk away from $22,000 in their IPR.
HR exits the annual repricing nightmare
The annual renewal cycle disappears. No more negotiating 8–15% increases. No more cutting dental to hold the line. No more 6-week enrollment projects. With Source Health's defined contribution model, you set a monthly amount per employee. Done. The financial downside is capped at what you're already spending. The upside builds real equity for your employees. HR goes from carrier intermediary to benefits hero.
Health and wealth aligned — for real
Source Health Wellness isn't a flyer about eating vegetables. It's physician-guided GLP-1 programs, hormone optimization, and longevity protocols. When employees get healthier, their claims drop. When claims drop, more money stays in their IPR. They can see the financial benefit of getting healthy. That's an incentive no gym membership or step-counting app can match.
Sarah's skin check, step by step.
This is what it actually feels like to use Source Health. No claims department. No insurance paperwork. Just a doctor visit that takes 30 minutes, not 3 hours.
Hypothetical example for illustrative purposes.
Sarah notices a mole that changed shape
She wants a dermatologist to check it. With Source Health, she picks any dermatologist she wants. No network. No referral. No calling insurance to check if the provider is “in-network.” She books Dr. Patel for Tuesday at 10am.
At check-in, Sarah says six words
The front desk asks about insurance. Sarah says:
The receptionist looks up Dr. Patel's published self-pay rate — every provider is required by federal law to have one on file. No insurance card. No pre-authorization. No hold music.
Sarah sees the price before she agrees
The self-pay rate for a full-body skin exam. No surprise. No “we'll bill your insurance and see what comes back.” She knows the cost before the doctor walks in.
Traditional insurance billing
Source Health self-pay rate
Sarah saves
Dr. Patel does the skin check
Full-body skin exam with a dermatoscope. Dr. Patel checks the mole and several other spots. Verdict: benign. No biopsy needed — follow up in 6 months.
Sarah taps her Care Approved Card
At checkout she taps her Care Approved Card on the terminal. Works like a debit card. $185, done. Dr. Patel is typically paid the same day.
The card auto-drew from the right account
Sarah didn't pick which account to pay from. The card routed it automatically — HSA for HSA-eligible expenses, IPR for everything else.
Sarah's premium reserve keeps growing
The $265 she saved stays in her IPR, earning competitive interest. Every healthy month, 80–87% of her premium flows into her account.
Estimated IPR accumulation on a $450/mo plan. Hypothetical illustration.
What if it had been serious?
If the mole had been melanoma, Sarah would have been fully covered. Three layers of protection kick in:
IPR Account
Routine and moderate costs paid first from her accumulated balance
Plan Reserve
Costs beyond her IPR balance drawn from the plan's pooled reserve
Out-of-pocket maximum
Past this threshold, everything is covered 100% — no more bills
Sarah notices a mole that changed shape
She wants a dermatologist to check it. With Source Health, she picks any dermatologist she wants. No network. No referral. No calling insurance to check if the provider is “in-network.” She books Dr. Patel for Tuesday at 10am.
Traditional Insurance
Source Health
This is the benefits experience your employees get with Source Health. Simple enough that HR never gets a phone call about it. Valuable enough that employees never want to leave it behind.
Employer Story
Hypothetical example
Maria, HR Director — 200-Person Manufacturing
Meet Maria — a hypothetical HR Director at a 200-person manufacturing company. Every September, she spent 6 weeks on the same drill: negotiate renewal rates, present options to leadership, communicate changes, field complaints. This year the renewal came in at 14%. She cut the dental rider and raised the deductible to hold the line. Three employees quit, citing “benefits getting worse every year.” With Source Health, Maria sets a monthly contribution amount. No renewal negotiation. No benefit cuts. Employees watch their IPR accounts grow instead of watching their coverage shrink. In this scenario, those employees would have stayed — because leaving means walking away from the equity they've built.
“In this scenario, those employees would have stayed — because leaving means walking away from the equity they've built.”
Hypothetical example for illustrative purposes. Source Health launches in 2026.
Employee Story
Hypothetical example
Sarah, Marketing Manager — Source Health ICHRA Member
In this example, Sarah pays $300/month for her Source Health plan through her employer's ICHRA. She's 32, healthy, exercises 4 days a week. In her first year, she went to the doctor twice — a physical and a dermatology visit. Under her old Blue Cross plan, that year would have cost her $3,600 in premiums and she'd own $0 from it. With Source Health, 87% of her premium — $267/month — went to her IPR account. After her two claims, she would end the year with over $2,400 in her account earning competitive interest. Same monthly cost. But now she owns something. Her coworker asked her what she'd do if a recruiter offered a job with traditional benefits. Sarah laughed. “Walk away from my IPR? For what — a Blue Cross card that gives me nothing? No chance.”
“Walk away from my IPR? For what — a Blue Cross card that gives me nothing? No chance.”
— Sarah M. (hypothetical)
Hypothetical example for illustrative purposes. Source Health launches in 2026.
Broker Story
Hypothetical example
David, Benefits Broker — 40 Employer Clients
Every Q3, consider David, a hypothetical benefits broker who walks into meetings after the same drill: collect census data, get quotes from 4–5 carriers, build comparison spreadsheets, present to each client. For this he earns a standard commission on plans that look identical to what every other broker offers. His clients shop him every 3 years because he can't differentiate. With Source Health, David walks into meetings with something no other broker has: an insurance plan where employees build equity. His pitch is different from every competitor's. His clients' employees won't switch because they'd lose their IPR accounts. In this scenario, David's retention rate could go from 70% to 95%. Not because he got cheaper. Because he got different.
In this scenario, his retention rate could go from 70% to 95%. Not because he got cheaper. Because he got different.
Hypothetical example for illustrative purposes. Source Health launches in 2026.
Think of it as a 401(k) for healthcare.
Your premiums build equity instead of disappearing. A 401(k) builds retirement equity from salary contributions. Source Health builds health equity from premium contributions. Same principle. Different asset class.
The 401(k) comparison is illustrative of the savings and growth structure. Source Health is not a retirement account, investment vehicle, or brokerage product. The IPR is a health plan feature, not a securities product.
Why Providers Work with Source Health
Self-pay rates are transparent, published, and typically 40–60% lower than insurance-negotiated rates. Providers get paid instantly. No prior authorizations. No claim denials. No 90-day collection cycles. Instant payment through the Care Approved Card.
Higher Take-Home Pay
Self-pay rates are transparent and published upfront. Providers eliminate significant administrative overhead — no prior auth processing, no claim denials, no 90-day collection cycles. Net margin per encounter is higher with Source Health.
Same-Day Payment
The Care Approved Card pays at point of service. No claim submission. No 45-day wait. No collection agency. Cash in their account the same day.
Freedom from Insurance Bureaucracy
No credentialing contracts. No utilization management reviews. No denial appeals. Providers publish their rate, see the patient, and get paid. Medicine the way it was supposed to work.
Part of the Source Health Ecosystem
One network. Three pillars.
Ready to offer this to your employees?
A 30-minute consultation walks through how Source Health would work for your company, your employee count, and your state.
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