Corporate benefits and health management
Promote health. Retain employees.Get provision right.
Individual benefits are easy to buy. Healio turns them into one managed system of pension, health insurance, wellbeing coordination and clear employee communication.
60-second reality check
Can you answer these three questions with confidence 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?
If one answer is missing, action is needed — not necessarily a switch, but an honest review of the status quo.
Start a benefits reviewCorporate benefits management
Four building blocks. One benefits system.
A collection of policies is not yet a benefits strategy. Pension, health, prevention and ongoing management must work together so employees understand the value and companies stay in control.
Tomorrow · Pension
A pension that does more than create administration.
We review existing plans and explain costs, return assumptions, guarantees, employer contributions and their effect on future provision.
- Review existing plans and costs transparently
- Assess suitable implementation routes
- Explain provision clearly at employee level
Today · Health insurance
Healthcare benefits employees understand immediately.
Corporate health insurance makes an employer benefit tangible now. We develop a level of cover that fits the workforce and the available budget.
- 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
One health day is not yet health management.
Healio supports the coordination of voluntary health-promotion and prevention services and involves the responsible internal and external parties.
- 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
A system needs someone to keep it running.
Benefits management does not end at signature. Healio connects plans, providers, processes and communication and remains the central point of contact.
- Integrate existing solutions sensibly
- Support HR and payroll
- Review and adjust provision regularly
Cohort model 2026–2056
One individual case becomes a responsibility.
First, the model shows the effect over 30 years for one employee. It then applies the same difference to every participating employee across the workforce.
Adjust the assumptions
Results update immediately when you change an input.
One continuous model line: constant contributions, constant return assumptions and no interruptions over the selected period.
Simplified example · not a forecast
Difference per participant after 30 years
€107,385
Difference in final value
Projection across the workforce
€107.4m
1,000 participating employees· €107,384,972
Scenario A · existing · 1.5%
€68,033
Final value per participant
€68m for the cohort
Scenario B · new · 7%
€175,418
Final value per participant
€175.4m for the cohort
Contributions per participant
€54,000
Cohort contributions
€54m
Assumptions disclosed
1,000 employees × 100% participation = 1,000 participants. €150 fully invested model contribution over 360 months. Assumed gross annual returns before costs are converted into equivalent monthly returns; each contribution is invested in arrears at month-end.
Simplified model calculation, not a forecast or guarantee. Product costs, tax and inflation are not included. The scenarios represent neither specific products nor comparable guarantee or risk profiles.
The question is not which scenario is right. The question is whether you know the costs, return assumptions and risks of your current solution.
Review existing provisionResponsibility with a long horizon
The decision does not end when the contract is signed.
The statutory pension provides a foundation. Additional security is built where provision starts early, remains understandable and is supported consistently over decades.
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 this effect visible without promising returns. We compare assumptions, review existing solutions and translate long-term consequences into decisions that are robust today.
Economics and structure
Looking only at the contribution leaves the calculation incomplete.
Employer-funded pension and health benefits may — depending on the component and structure — qualify as business expenses. Additional statutory tax and contribution advantages may further change the company's effective cost.
Assess effective cost in a benefits reviewTax-deductible does not mean free.
A business-expense deduction is not a full reimbursement. Legal form, profit, tax rate, type of benefit and implementation all matter. Healio makes these factors transparent and, if requested, coordinates implementation with payroll and tax advisers.
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 sourceStructure 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 sourceSupport 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
Rollout is the beginning. Not the end.
Benefits create value only when employees understand them and HR can manage them reliably. Healio creates a robust process for both.
- 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.
Before the decision
Four questions every company should answer.
The greatest risk is not one imperfect decision. It is a system nobody challenges at all.
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 Healio employee concept can provide a voluntary entry route without an employer-funded benefit contribution. The company enables internal communication; employees make and fund their own decision.
Entry route without a benefits budget
EUR 0
employer insurance contribution
Potentially available to eligible employees
up to EUR 3,000
in potential insurance benefits over 2 years. A suitable statutory-insurance bonus may offset the employee contribution in whole or in part.
Alternative without a company benefit budget
If the employer budget is not ready yet, better health access does not have to wait.
The company enables access and internal communication. Employees decide voluntarily whether the Healio concept suits them. Health access can therefore start before an employer-funded budget is approved.
- No employer insurance contribution required
- Voluntary employee decision
- Information and personal support from Healio
Employees take out and fund the insurance themselves. A statutory-insurance bonus may offset contributions in whole or in part; full reimbursement is not guaranteed. Accessing a suitable bonus may require changing statutory health insurer. Benefits, contributions and bonuses depend on the plan, personal circumstances and actual bonus use.
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.