A benefit that your employees will actually use. Access changes everything.
Flat $70/employee. Real access to a care team. Reimbursable through HRA / ICHRA / QSEHRA. Not insurance — designed to sit alongside your existing benefits stack, or stand up a modern one from scratch.
- $70/employee, flat
- ICHRA / QSEHRA compatible
- Not insurance
Your team
- JJordan L.Covered · $70
- PPriya S.Covered · $70
- MMarcus T.Covered · $70
- RRiley O.Off · self-pay
$210/mo
3 × $70, flat
Sep 1
ACH · Company
The problem
Traditional group health benefits are built for a workforce that doesn't exist anymore.
For decades, employer-sponsored health insurance was the default answer to “how do we take care of our team?” That answer was built around a specific assumption: a full-time workforce, stable tenure, one primary policy per enrollee, and predictable annual renewal math. Almost none of that describes the modern workforce.
Today, small businesses hire full-time and part-time. They hire 1099. They hire seasonal. They hire people already on another plan. They hire people who are gig-first and W-2-second. Traditional group plans don't bend around that. They price on assumed utilization, they require minimum participation thresholds, and they cost real money per covered employee for coverage most employees never touch. Meanwhile the actual value proposition — primary care access — is exactly what the traditional plan makes hardest to reach.
The gatekeeper problem
Insurance has become the gatekeeper for care that costs pennies but is billed as if it were surgery. A routine primary care visit costs about $60 to deliver. Insurance bills it at $200, the network negotiates it to $150, and until the deductible is met the employee pays that full $150 themselves. Employers paid premium every month for coverage that made the visit more expensive than paying cash — and covered none of it.
The math you don't see
Average annual family premium in 2025, up 6% year over year. Employers absorb roughly 74% of that — the perceived benefit to the team rarely tracks the spend.
Source: KFF 2025 Employer Health Benefits SurveyAverage Bronze-plan deductible on the 2026 marketplace. Even with employer coverage, employees pay full cash until that wall is met — most years, they don't come close.
Source: KFF 2026 Marketplace DeductiblesAdults who skipped or postponed needed care in the past twelve months because of cost. Copays, deductibles, and network friction push employees away from the preventive visits that avoid expensive downstream care.
Source: KFF Health Tracking Poll, May 2025Average wait for a new-patient family medicine appointment across major U.S. metros. The care employees are told they have is often the care they can't actually get to.
Source: AMN Healthcare 2025 Wait Time SurveyThe problem isn't that employers don't care about their team's health. The problem is that the tool they've been given doesn't deliver everyday care in a way employees can afford to use.
The solution
Give your team access to everyday care — the benefit they'll actually use.
Vine, in simple terms, gives your team access. A flat $70/month healthcare membership designed to be offered as an employee benefit. For every employee you cover, Vine provides real access to a licensed care team: virtual primary care, an annual wellness lab, roughly 1,000 generic prescriptions at $0, and integrated mental health support. No copays. No deductibles. No claims. No prior authorization. Employees don't navigate a network — they have a care team that knows them.
Vine is not insurance and doesn't pretend to be. It's designed to layer with your existing coverage strategy: alongside a Minimum Essential Coverage (MEC) plan, a Minimum Value Plan (MVP), an ACA-compliant marketplace plan, or a catastrophic policy. Vine handles the everyday layer of healthcare; your existing insurance handles the catastrophic layer where it belongs. And Vine is reimbursable through your HRA, ICHRA, or QSEHRA arrangement — talk to a benefits advisor about how your organization's reimbursement structure applies.
Predictable
Flat $70/employee/month. No group underwriting. No headcount tiers. No renewal shock.
Used
Real access to a care team — virtual primary care, generic Rx included, annual wellness lab, mental health.
Compatible
Layers with your existing MEC / MVP / ACA / catastrophic coverage. HRA-friendly.
What employees get
Everything they need for everyday healthcare
Same $70/month membership as any Vine member. Below is what shows up in the account you sponsor.
Virtual primary care
Your team members meet with their care team on their schedule — often same-day or next-day. Video visits mean no travel time, no time away from work, no missed shifts.
Consistent care team
One clinical relationship, every visit. The care team knows the employee's history — no starting over, no re-explaining, no rotating strangers. Continuity that traditional plans rarely deliver.
1,000+ generic prescriptions
Common generic medications for hypertension, diabetes, cholesterol, thyroid, mental health, and everyday conditions — included at no additional cost to the employee.
Annual wellness lab included
A comprehensive annual blood work panel — the baseline tests that matter for tracking health year over year — included at no separate cost, no coordination burden on the employee.
Mental health support
Integrated with the primary care team — not shipped off to a separate specialist. Depression, anxiety, non-stimulant ADHD, and sleep managed by the same care team that knows the employee.
Adult dependents (optional)
Employees can add a spouse or adult child (18+) to their Vine account at the flat $70/month — same simple price, related adult dependents only. Employer chooses whether to sponsor those dependents.
How employer sponsorship works
Simple to set up. Simple to manage.
Talk to us
Employer coverage starts with a conversation — not a signup form. Tell us about your team size, industry, and current benefits stack. We'll show you the coverage design that fits.
Set your sponsorship structure
Choose how much you cover: full sponsorship at $70/employee, partial sponsorship with a payroll-deducted employee contribution, or a voluntary benefit at group rate. Whichever fits your budget and benefits strategy.
Manage from the employer dashboard
Add new hires, remove departures, view the enrolled team, run reports. Hire and term is managed on your employer dashboard — no phone calls, no paperwork, no waiting on renewal cycles.
On the employer dashboard
- Real-time employee enrollment status
- Monthly invoice on ACH
- New-hire onboarding — add and cover in minutes
- Employee departure handling — clean off-boarding
- Enrolled team roster with sponsored / self-pay indicator
- Reporting for benefits + finance review
Flexible enrollment for hourly and fractional workforces
For industries with high hourly, part-time, or fractional workforces, Vine supports multiple enrollment and billing structures designed to fit teams where a traditional group plan doesn't.
Full-employer sponsorship
Flat $70/employee — the employer pays the full monthly fee.
Partial sponsorship
Employer covers a portion; employee contributes the remainder via payroll deduction.
Voluntary benefit
Offered at group rate, fully employee-paid via payroll deduction.
Fractional / hours-based eligibility
Cover employees who don't qualify for your core benefits — below-threshold, seasonal, per-diem, PRN.
Split cohorts
Different sponsorship levels for different tiers — management vs. hourly, full-time vs. part-time.
Multi-entity billing
For holding companies, franchise operators, or multi-site organizations, invoicing per entity or consolidated.
HRA compatibility
Vine fits inside the modern benefits stack.
Since 2020, Health Reimbursement Arrangements have given employers a modern alternative to traditional group insurance. Vine slots directly into that framework.
Whether you offer an ICHRA (available to any employer size), a QSEHRA (for employers under 50 FTEs), an EBHRA (alongside a group plan, up to the annual IRS limit), or a traditional integrated HRA, Vine's $70/month membership is typically eligible for reimbursement through those arrangements. Talk to a benefits advisor about how your specific HRA structure applies — reimbursement mechanics vary by plan type and IRS interpretation, and we're not in a position to give tax advice on this page.
ICHRA
Any employer size. Reimburses individual health plan premiums and eligible medical expenses. Vine membership typically qualifies.
QSEHRA
For employers under 50 FTEs. Simplified reimbursement structure. Vine membership typically qualifies.
EBHRA
Supplements a group plan, up to the annual IRS limit. Vine typically qualifies as an eligible expense.
Traditional / integrated HRA
Pairs with a group plan for reimbursement of qualified expenses. Vine typically qualifies.
No HRA in place? Still works.
Employers without an HRA can still offer Vine as a voluntary benefit at group pricing through payroll deduction or alternative billing arrangements. Simpler setup, no HRA infrastructure needed. HRA-related reimbursement claims require a determination from a benefits advisor — Vine describes compatibility, not tax treatment.
Layers with your stack
Vine works alongside your existing coverage strategy.
Vine is not a replacement for ACA-compliant coverage, a MEC, MVP, or a catastrophic policy. It's designed to layer with them — filling the everyday-care gap those plans don't.
Traditional
Traditional group PPO
Group underwriting, tiered pricing, annual renewal.
- Monthly cost per employee
- Real money per covered employee, most of it to the catastrophic layer
- Underwriting
- Group underwriting required
- Pricing
- Tiered by headcount, industry, claims history
- Annual renewal
- Rate volatility, participation minimums
- Employee use
- Deductible + copays keep employees away
- Administration
- Enrollment brokers, plan management complexity
- ACA compliance
- Typically meets group coverage requirement
Vine
Vine + your existing stack
Flat per-employee rate. HRA-compatible. Layers cleanly.
- Monthly cost per employee
- $70/employee for Vine + your existing plan cost
- Underwriting
- None for Vine — flat rate per employee
- Pricing
- Flat $70/employee — no tiers
- Annual renewal
- Flat rate, no renewal shock
- Employee use
- No copays or deductibles on primary care
- Administration
- Hire and term on employer dashboard
- ACA compliance
- Not on its own — layer with MEC / MVP / ACA plan
Who it's for
Built for the workforce your group plan wasn't
High-turnover industries
Restaurants, hospitality, hotel operations. Enrollment friction, participation minimums, and long lag times between hire and coverage make traditional group plans a bad fit for teams that move. Vine's flat per-employee rate and instant dashboard hire/term keeps up with your actual staffing rhythm.
Skilled labor and trades
Skilled trades teams often skip traditional coverage because it doesn't match how their work or compensation flows. Vine gives your team primary care access without requiring them to navigate an insurance product they didn't design for.
Home health and home nursing
Teams that work across sites, schedules, and contractor/employee status. Vine's virtual model works everywhere, and its flat per-adult pricing flexes to cover non-core-benefit-eligible team members (part-time, per-diem, PRN).
Nursing homes & assisted living
Skilled nursing facilities, long-term care operators, and assisted living communities employ large hourly workforces where full-time and part-time status shifts frequently. Multiple sponsorship structures let you cover the employees your existing group plan can't reach.
Small businesses & startups
Under 50 FTEs, Vine plus a QSEHRA gives you a full modern benefits stack at a fraction of traditional group cost. For pre-Series-B startups, Vine is a way to offer real healthcare access without committing to a fully-loaded PPO before revenue can carry it.
Employers with existing coverage
Already offering MEC, MVP, catastrophic, or ACA-compliant coverage? Vine layers cleanly on top. Employees get the everyday care access those minimums don't deliver — you keep the ACA-compliant offering intact.
Common questions
Frequently asked
Want to see the enrollment and use flow end-to-end? See how Vine works.
A real benefit, without the group plan complexity.
Ready to talk about covering your team? Employer coverage starts with a conversation — not a signup form. Tell us about your team and we'll show you the design that fits.