Partner program · Open to brokers, advisors, and payroll firms
Refer employers. Get aBoost.
You already have the relationships. We already have the program. Introduce an employer, and you earn on every enrolled employee, every month, for as long as they stay enrolled. No cost to join, no minimums, no exclusivity, and nothing for you to build or administer.
Why partners like it
Recurring revenue on work you are already doing.
- What you earn
- $7 to $15 per enrolled employee, every month
- How long
- For as long as that employee stays enrolled
- Cost to join
- None, and no minimum volume
- What you administer
- Nothing. EHP runs the plan
- Exclusivity
- None. Keep your other business
- Downline
- You may recruit partners, with our consent
A hundred enrolled employees at $10 is $1,000 a month, and it keeps paying while they stay enrolled. That is the shape of it. Your actual rate depends on your book and is confirmed before you sign.
How partnering works
Four steps, and the first one takes minutes.
Apply
Tell us about your business. There is no cost and no obligation at this stage.
We confirm your rate
We review your application and countersign with your rate written in, inside the $7 to $15 range.
EHP brings you on
EHP accepts you as a downline partner and you sign EHP’s own partner agreement directly with them. That is what puts you in their system to be paid.
You get paid
EHP pays you directly each month for every enrolled employee at the employers you referred, once it has received that employer’s program funds.
The terms
Worth knowing before you sign.
Your rate is one number, written in when we countersign, which is why we quote a range rather than a price. EHP pays you directly, and only once it has the employer’s program funds, so the credit risk sits with you rather than with us. Either side can end the arrangement on thirty days notice, and for twenty-four months afterward you agree not to route employers you met through us around us. Because this is a Section 125 arrangement, you are asked to acknowledge that the IRS has taken an adverse interest in programs of this general type and to leave tax advice to the client’s own advisers.
You would be contracting with Autumndrift LLC d/b/a Boost Benefits, a Michigan limited liability company. Its counsel represents the company rather than you, so have your own adviser read the agreement if you would like.
Read the full Partner Participation Agreement, version 8.17.26 →
What the range means
The arithmetic, at a few sizes.
| Enrolled employees | At $7 | At $10 | At $15 |
|---|---|---|---|
| 25 | $175 | $250 | $375 |
| 100 | $700 | $1,000 | $1,500 |
| 250 | $1,750 | $2,500 | $3,750 |
| 300 | $2,100 | $3,000 | $4,500 |
This is arithmetic, not a forecast. It is the rate multiplied by a number of employees, nothing more. We make no representation about the income you may earn, and every figure here is hypothetical rather than a projection. You are paid only for employees actually enrolled, only while they remain enrolled and employed by that employer, and only after EHP has received that employer’s program funds. Your own rate is fixed at countersignature within the $7 to $15 range, and it may be reduced prospectively on thirty days notice if EHP reduces the rate payable on our downline.
Materials
What to put in front of a prospect.
These are EHP’s and Revive’s own documents, hosted here so you are not waiting on us to email them. Send them as they are. If an employer asks a question the documents do not answer, that is a question for us rather than for you to answer on our behalf.
- The preventive care plan, for the employer EHP Inc. · PDF · 3 pages · 0.9 MB What the plan is and how it is funded, from the employer’s side of the desk. The piece to lead with.
- EHP discovery deck EHP Inc. · PDF · 19 pages · 3.4 MB EHP’s full employer presentation: the plan structure, the code sections it relies on, the three eligibility tests, each service line, and sample paycheck and proposal pages. The deepest single document on how EHP frames the program, and the one to read before you present it.
- Revive overview Revive Health · PDF · 2 pages · 2.8 MB The clinic behind the plan: primary care, urgent care, pharmacy, weight health, and behavioral health, with the per-employee-per-month model set out.
- Revive services, on one page Revive Health · PDF · 1 page · 0.3 MB A single-page summary of the five service lines. The leave-behind after a first conversation.
- Member benefit guide EHP Inc. · PDF · 12 pages · 5.6 MB What an enrolled employee receives, how enrollment works, and how to add dependents. Written for the employee rather than the employer.
- Prescription benefit program Revive Health · PDF · 9 pages · 4.2 MB The pharmacy benefit in detail: home delivery, retail pickup for urgent care, and the conditions covered. It also states the limits, which the shorter pieces do not: twelve free shipments a year and $7.99 a shipment after that, retail urgent care capped at $250 per person a year, and that the program is not insurance.
- Medication formulary EHP Inc. · PDF · 13 pages · 1.9 MB The full home delivery and retail urgent care medication list, arranged by condition. The answer to “is my prescription on it?”
Published by EHP Inc. and Revive Health. The figures, claims, and coverage descriptions in these documents are theirs and are not representations of Boost Benefits. Several of them state a workers’ compensation saving, describe the plan as satisfying a minimum essential coverage requirement, or characterise it as IRS, HIPAA, and ERISA compliant at no net cost, and the discovery deck carries sample proposal pages built on averaged figures. The fine print on this site does none of that, and where the two differ the fine print governs what we will stand behind. The discovery deck also rests its pre-tax analysis on a 2017 Chief Counsel memorandum; the later guidance in CCA 202323006 and 88 Fed. Reg. 44596 runs the other way on arrangements of this general type, and that is the position our fine print takes. Send these documents as they are, do not present any figure in them as a projection for a particular employer, and leave the tax conclusions to the client’s own advisers.
Become a partner