Employee benefits for companies
Benefits employees understand.One system you can manage.
Healio reviews your existing plans and brings pension, health insurance and wellbeing into one managed system.
60-second reality check
Where do your benefits stand today?
- 01
What does your current provision cost — including product charges?
- 02
What share of your workforce understands and uses it?
- 03
Who reviews providers, contributions and communication regularly?
Missing one answer? An honest review is worthwhile — without any obligation to switch.
Start a benefits reviewCorporate benefits management
Four building blocks. One benefits system.
Start with the biggest lever. Open benefits, limits and notes only when you need them.
Tomorrow · Pension
A pension people can understand.
We review plans, costs, contributions and assumptions — clearly, down to employee level.
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- Review existing plans and costs transparently
- Assess suitable implementation routes
- Explain provision clearly at employee level
Today · Health insurance
Health cover employees value now.
We develop cover that fits your workforce and available budget.
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- Predictable contribution per insured employee
- Choose benefits suited to the workforce
- Explain rollout and use clearly
Available benefits depend on the selected plan and its insurance terms.
Wellbeing coordination and prevention
Wellbeing that fits everyday work.
We coordinate voluntary health and prevention services with the responsible parties.
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- Assess needs and employee groups
- Select qualified measures
- Plan health communication
Healio supports wellbeing coordination and voluntary health promotion. Statutory duties relating to occupational health and safety, return-to-work management or occupational medicine remain with the responsible parties.
Ongoing · Management and communication
Support that continues after launch.
Healio connects plans, providers, processes and communication and remains your central contact.
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- Integrate existing solutions sensibly
- Support HR and payroll
- Review and adjust provision regularly
Employer-funded pension · 2026 model example
Around EUR 75 net impact.EUR 676 for retirement.30 years of time.
The employer funds the contract. In the standard example the employee sees around EUR 75 less take-home pay while EUR 676 a month builds a substantial retirement pot.
30 years · 10% market assumption − 2 percentage points costs = 8% model return
Employee today
EUR 75
potential reduction in take-home pay
in the standard example — not a EUR 676 employee contribution
Into the contract each month
EUR 676
full employer-funded pension contribution
EUR 243,360 contributed over 30 years
What it could become
EUR 952,000
modelled retirement capital
EUR 243,360 in contributions plus model growth
The roughly EUR 75 is not an employee contribution. It shows the potential reduction in take-home pay caused by additional social charges in the standard example.
Simplified assertive 2026 model. Returns and monthly figures are illustrations, not a forecast, guarantee or tariff pension.
Calculation, assumptions and sourcesClose details
In the standard model, the EUR 676 consists of two parts:
EUR 338 exempt from tax and social-security contributions
EUR 338 tax-free and generally subject to social-security contributions
Show the employer's full cost
Employer social-security contributions may apply to the generally liable portion in addition to the pension contribution. In the standard model this is around EUR 71 extra, bringing total cost to around EUR 747 per participant and month.
Assertive, evidenced standard scenario
10% − 2 percentage points = 8% model return
Historical context: MSCI World USD Net Return, July 2011 to July 2026, as at July 31, 2026: 11.10% p.a. Mathematically 9.10% p.a. after the same cost assumption.
Open the MSCI factsheetHow the monthly figure is derived
The illustration spreads 4% of the model capital across twelve months each year. We also show a flat 30% model deduction for potential tax and health and long-term-care contributions. The actual burden is individual; this is not a guaranteed or lifelong tariff pension.
Simplified 2026 standard model. Potential take-home pay impact and employer cost depend on salary, contribution ceilings, health insurer and long-term-care status, among other factors. The 8% figure is an assertive model return after the visible cost assumption, not a forecast or guarantee. Tax, inflation and health and long-term-care contributions are approximated only in the flat 30% illustration.
Responsibility with a long horizon
The decision does not end when the contract is signed.
Long-term benefits need clear decisions and ongoing support.
Context and sourcesClose context
Responsibility with a long horizon
The decision does not end when the contract is signed.
For company leaders, corporate pension is therefore more than administration. Product costs, return assumptions, participation and communication all influence what ultimately reaches the workforce in 30 years.
Healio makes the impact visible without promising returns. We review existing plans and assumptions and turn long-term consequences into robust decisions.
Economics and structure
What do your benefits really cost?
Contributions, payroll charges and tax structure together determine the company's effective cost.
Assess effective cost in a benefits reviewTax-deductible does not mean free.
A business-expense deduction is not a reimbursement. Its effect depends on the legal form, tax rate, benefit and implementation.
Tax context and sourcesClose context
Understand business expenses correctly
Business-related expenditure generally reduces taxable profit. It is not fully reimbursed as a result.
Official sourcePension within statutory incentives
Specific implementation routes are subject to statutory tax and contribution limits. The effect depends on the model selected.
Official source
Structure health insurance correctly
Employer-funded insurance cover can qualify as a benefit in kind under certain conditions. Cash subsidies are treated differently for tax purposes.
Official source
Support qualified prevention
Measures provided in addition to regular salary may remain tax-free up to EUR 600 per employee and year if statutory quality and purpose requirements are met.
Official sourceTax and social-security treatment depends on the specific structure and applicable legal requirements. This is not tax advice.
From product to management
Review. Model. Launch. Support.
One clear process for employees and HR — from the existing plans to ongoing support.
- 01
Understand the status quo
We review contracts, costs, subsidies, participation and existing communication.
- 02
Build the business case
You see which pension, health and wellbeing structure fits the company and its budget.
- 03
Introduce it clearly
We coordinate the decision, providers, employee communication and relevant internal interfaces.
- 04
Manage it continuously
Healio remains the point of contact, supports employees and reviews the structure for action required.
Private employee access
Employees compare for themselves.
What stays private
Individual inputs and results remain with the employee. They are not shared with the employer or Healio.
KassenBoost for employees
Free employee value. No employer access.
With KassenBoost, employees compare voluntarily and free of charge. Every decision stays private.
Process and privacyClose details
- Voluntary and free
- No contact details
- No sharing of individual results
The fixed link transmits no employee data. KassenBoost provides private guidance; each employee makes any subsequent decision independently.
Before the decision
What companies want to know first.
The essential answers — clear, open-ended and without hiding the fine print.
01Do existing contracts have to be replaced?
No. The benefits review starts with an open assessment. Sound solutions remain in place; changes are made only where costs, impact, processes or communication can be improved transparently.
02How do we know whether our current solution is genuinely good?
Not from the contribution alone. Costs, scope, return and guarantee assumptions, participation, employee understanding and ongoing administration all matter.
03What does Healio handle after the rollout?
Healio remains the central point of contact, coordinates providers and communication, supports employees with questions and reviews whether circumstances or action required have changed.
04What if an employer-funded benefit budget is not available yet?
The company can voluntarily point employees to the free KassenBoost comparison. Employees use it privately and without contact details; individual inputs and results are shared with neither the employer nor Healio. A later, separate decision to seek advice or choose a solution may involve costs.
Now, not someday
You cannot catch up on 30 lost years.
In a focused benefits review, we assess your current provision, identify economic levers and clarify which decision actually matters today.