Straight answers, in writing.

We fix business healthcare plans — and you keep your broker. Revival Health works alongside your existing broker to uncover savings fast, with measurable financial and benefit improvements in the first 45 days.

Two parts. Part one: first-dollar healthcare from your employees' smartphones — free 24/7 virtual urgent care and crisis tele-counseling, free generic medications (93% of prescribed drugs), free virtual primary care by appointment, and direct access to specialists for questions — plus deep discounts of up to 35–80% on specialist visits, medications, labs, imaging, and procedures. All powered by a structure that lowers your payroll tax obligation. Part two: a care-navigation platform that lets every employee shop healthcare nationwide from their phone, cuts HR benefits workload by roughly 70%, and transforms open enrollment.

Yes — and this is the part employers most often can't believe. The average payroll tax reduction of roughly $750 per employee per year is a full reduction to the employer, with no offset for the cost of the coverage. The program's administrative cost is carried on the employees' side of the accounting equation, funded within their pre-tax elections — so your side of the ledger simply keeps the savings.

Your exact figure depends on your census, and it goes in writing before you pay anything.

No — and this surprises people. Essentials installs alongside your existing business healthcare plan without touching it at all: same carrier, same broker, same coverage, same renewal. We only go deeper into the health plan itself if and when you ask us to. That's why the program fits almost any company — there's nothing to switch and nothing to disrupt.

No — that's the point. Your broker keeps managing your plan and your renewal. Revival Health works alongside them, finding improvements a standard renewal doesn't surface. That promise is written into our engagement letter.

Workers' compensation. Those premiums are rated off your payroll, so when the payroll-tax structure reduces taxable payroll, many employers see workers'-comp premiums fall substantially too — savings on top of savings.

That's your call — and it's the best part. Employers routinely re-deploy documented savings into lower employee premiums (sometimes eliminating them entirely) and lower or even zero deductibles. The savings can flow straight to the people the plan exists for.

Two ways — both disclosed in writing before you sign anything. For advisory work — analyzing, restructuring, or re-bidding your health plan — we're paid a flat 1% retainer plus a share of the savings we document, with a 30-day money-back guarantee. If you don't save on that work, we don't get paid.

For the Essentials program, we're compensated directly through our program partnerships on a flat per-employee-per-month basis when an employer installs the benefit. Two things matter about that compensation: it is never a percentage of your premiums — it cannot grow when your costs grow — and it is never taken from your existing broker's compensation. What we will never accept, from anyone: hidden compensation, or compensation from an insurance carrier.

Any time. Essentials installs on its own timeline without touching your plan, so there's no renewal date to wait for — and having documented savings in hand before your next renewal conversation is the strongest position you can be in.

Same methodology, different flag. Larger and more complex organizations are served by John's enterprise advisory practice, JB Benefits Consulting: a mutual NDA first, a free 30-day analysis, and savings proven with actual underwritten numbers across both employer-owned and employee-owned designs. See the Consulting page.

No. Revival Health is not a brokerage and has no interest in becoming one. We don't quote, we don't take over servicing, and we don't want your book. We do the one-time structural work; a proper broker team services the employer going forward — that's you.

No. Essentials sits alongside the health plan without touching it — same carrier, same policy, same commission structure. Your compensation on the plan is unaffected. Revival Health is paid separately, through its program partners on a disclosed flat per-employee basis — never out of your commissions, and never as a percentage of anyone's premium.

It already is. We've heard the stories directly: brokers have taken entire health plans away from incumbents simply by being the one who brought Essentials to the table. A benefit that hands the employer roughly $750 per employee in payroll tax savings — without disrupting anything — is a door-opener the incumbent can't match if they've never heard of it. Being first with it is the advantage.

You do. Once the program is properly implemented, the broker team services the employer moving forward — enrollment questions, employee support, renewals, the relationship. We come in like a surgeon: do the operation, close, and hand the patient back to the care team.

Talk to John directly. It starts with a mutual NDA, then a census — and you'll see exactly what the intervention looks like and exactly where you stay in the picture, before your client commits to anything.

Use Loot Link on our Employees page: enter your name and company, and we generate a short, friendly, professional email introducing Revival Health to your employer — you just copy, paste, and send it to your boss or HR. Two minutes, and you may be the person who fixes healthcare for everyone at your company.

No — and the email is written so it can't. It's an introduction, not a complaint: a no-cost idea that could save your company real money, with nothing changing unless your employer chooses it. Companies keep their broker, coverage stays put unless something better replaces it, and bosses tend to thank the person who brought them a six-figure idea.

If your employer engages and the savings are documented, you're first in line to feel it: day-one $0 care from your smartphone, and — depending on how your employer re-deploys the savings — lower premiums, sometimes eliminated entirely, and lower or zero deductibles.