iM4 Health Request a Financial Model
HR, Finance & Payroll

See what matters most to your role.

Built for every executive involved in the decision — same program, different reasons to say yes.

Employee affordability that employees can actually feel.

Every open role costs money before you find a replacement. iM4 Health turns your existing payroll tax structure into a retention lever — delivering typically 4–8% more take-home pay for participating employees — 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.

Important: iM4 Health does not replace any existing healthcare policy. It enhances coverage and offsets out-of-pocket costs for employees who already have insurance. For those with or without coverage, it provides comprehensive benefits from day one.
29%
Caregivers planning to leave for pay reasons
70%+
Avg turnover in frontline/hourly industries
$5K
Avg cost to replace one hourly employee
95%
Adoption — nobody opts out of a pay increase
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What HR Leaders Need to Know

  • No new payroll deduction — employees see a net increase, not a tradeoff
  • No plan redesign — sits alongside your existing benefits stack
  • No hours threshold — part-time workers qualify immediately
  • No waiting period — coverage begins with the first paycheck
  • 16% average reduction in paid sick time across deployed groups
  • Potential claims reduction — eligible primary, urgent and behavioral care can shift outside the major medical plan
  • Legal memorandum available for employer counsel upon request

Two Potential Economic Levers. Evaluated Separately.

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 ~$700 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.

~$700
Annual FICA savings per enrolled employee
Day 1
Savings begin the first payroll cycle
$0
Implementation cost
100%
Client fees at-risk — ROI guarantee
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How does this show up on our books?
As a reduction in employer-side FICA payroll tax liability — a line-item reduction visible on your 941, beginning in the first payroll cycle after enrollment.
Is this cash-neutral or cash-positive from day one?
Cash-positive from day one. FICA savings exceed the program cost, generating net savings that begin accumulating immediately.
What's the assumption behind the $700/employee figure?
~$700 is the average annual employer payroll-tax savings per enrolled employee. Illustrative organizational models use a conservative 56% employee adoption assumption — well below the 95% adoption McDonald's has documented. We'll run your actual numbers with no obligation.

A recurring revenue layer on top of your existing platform.

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.

$0
Integration cost — no API build required
$700
Avg annual savings per employee — clients keep it
95%
Adoption — stickiest benefit in the stack
Recurring
Revenue on every enrolled employee, monthly
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Why Platforms Partner With Us

  • No deep API integration — sits on top of existing payroll
  • No data complexity — zero third-party data sharing
  • Recurring revenue — high-margin admin revenue per enrollee
  • Client retention — platforms don't lose clients delivering $700/employee
  • Enterprise payroll integration underway, including ADP — designed to extend across major platforms without requiring API development
  • Multiple state DOI approvals — continuous compliant operation since 2020

See the numbers for your workforce.

Share four pieces of information and I'll build an illustrative financial model for your organization — no obligation, just the math.

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