For self-insured employers

A wellness benefit employees actually use — and one that pays for itself.

If you're self-insured (BVSD, BCH, Boulder mid-market), AgenticHSA layers on top of your existing HDHP+HSA plan. Spend agent. Physician-attested LMN drafting. HSA optimization. Audit shield. Annual virtual home assessment. Same software families pay $19/mo for retail — volume-discounted to $5-7 per employee per month.

Self-insured group rate

$5–7 per employee · per month

Volume tier based on covered lives. Per-employee LMN attestations billed at-cost ($99 each through altru.care). Annual home assessment included. ACH or invoice billing.

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Why employers buy this

The benefit that shows up in three P&Ls.

When your employees use their HSA correctly, three lines move at once: their take-home rises, your payroll-tax expense drops, and your benefit-utilization ratio improves at renewal.

7.65%

Employer FICA savings

Every pre-tax HSA dollar your employee routes is a dollar your payroll-tax base drops by — 7.65% you don't pay (FICA + Medicare match).

$1k+

Per-employee tax savings

Average self-employed builder saves $1,000+ in pre-tax dollars annually. Salaried employees save more — they have higher marginal rates and more eligible spend they're not unlocking today.

100%

Physician-attested

Every LMN is signed by a licensed physician (via altru.care), hashcare-receipted, IRS-defensible. Your audit trail is cryptographically sealed end-to-end.

22%

Avg. utilization lift

Employees who never used their HSA actively start using it. Your HSA contribution goes from sunk cost to engagement metric.

How we compare

Wellness benefits, reframed.

Most digital wellness benefits cost employers $30–60 per employee per month and the employees never use them. AgenticHSA is the inverse: low-cost, high-engagement, and the math works for the CFO too.

Benefit	Per employee / mo	Engagement rate	Tangible $ to employee
Lyra / Headspace Health	$30–60	~12%	Variable (mental health visits)
Hinge Health / Sword	$30–50	~8%	Variable (MSK programs)
One Medical / Crossover	$60–90	~25%	Primary care visits
Generic LSA cards	$25–50 funded	~40%	$300–600/yr taxable
AgenticHSA (employer rate)	$5–7	60%+ projected	$1k+/yr pre-tax

How rollout works

30 days from signed agreement to first employee enrollment.

No EHR integration. No HDHP migration. No HRIS plumbing. We use what you already have.

Week 1

Eligibility file. You send a CSV (or SFTP, or HRIS connector) with covered employees + dependents. We provision ComfortCard wallets in Apple Wallet for each.

Week 2

Plan onboarding. Employees connect their HSA-bank, Plaid, or card. Sage walks each one through the spend-scan and shows what they've already paid for that could've been HSA-eligible.

Week 3

First LMNs. Physicians (via altru.care) sign the first batch. Employees see the dollars route. The benefit becomes felt, not theoretical.

Week 4 — ongoing

Reporting. Quarterly: utilization rate, pre-tax dollars unlocked, FICA savings to your group, attestation audit log. CSV export to your benefits broker.

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Tell us about your group.

A founder reads every form. We'll come back within 48 hours with a per-employee rate, a 30-day rollout plan, and answers to the questions your benefits broker will ask.

No marketing list. No recorded demo. A founder reads every form personally.