An alternative to a traditional fully-insured group health plan, built by layering coverage rather than a single carrier policy. It saves some employers a great deal of money and it is the wrong choice for others. Here is how to tell which one you are.
Sound Familiar?
Most employers who call about MightyWELL are not shopping for fun. They are tired of one of these.
Small group insurers filed for a median 14% increase for 2027, on top of last year's jump. Renewals keep climbing whether or not your team used the plan.
How MightyWELL helps: groups moving from a traditional plan commonly see premiums 40–60% lower, with simple published pricing instead of a renewal letter you have to brace for. What to do with your 2027 renewal
When the payroll deduction is too high, employees waive coverage. Traditional carriers often require a minimum share of eligible employees to enroll, so a few waivers can put the whole plan at risk.
How MightyWELL helps: a lower monthly cost puts coverage within reach for more of your team, and $20 primary care, $0 telemedicine and $0 lab work give employees a reason to enroll and actually use it.
A traditional small group plan prices your business as part of a large pool. A healthy team ends up paying for everyone else's claims, and you have little say in the result.
How MightyWELL helps: transparent, age-based pricing you can see up front, starting at $315 a month for individuals 45 and under, so the cost reflects your people rather than the pool.
Enrollment paperwork, claim questions and billing problems tend to land on the owner's desk, or on whoever handles HR in their spare time.
How MightyWELL helps: Done Well TPA handles claims and day-to-day administration, members get a 100% US-based concierge team, and Jeremy runs enrollment and the employee education meeting himself.
MightyWELL Health is not a single insurance policy. It is a stacked plan design — several components assembled into one program with one monthly cost and one member experience. Done Well TPA handles claims and day-to-day administration, so there is nothing extra for your business to manage. Understanding the layers is the whole ballgame.
Annual physicals, screenings, lab work, immunizations and well-child visits are included. Primary care, urgent care and $0 telemedicine give members somewhere to go for the ordinary things: a sinus infection, a sprain, a prescription refill. Removing the cost barrier on the small stuff is how these programs keep the big stuff from happening.
Above the everyday layer sits a health care sharing arrangement that handles major medical events — hospitalization, surgery, serious diagnoses. This is the layer that makes the economics work, and it is also the layer that requires the most honest explanation, because a HealthShare is not insurance. See the section below.
Dental, vision, accident, hospital indemnity and life can be layered on so the total package looks and feels complete to an employee.
The pitch is straightforward: employers moving from a traditional fully-insured plan to this structure commonly see premium savings in the range of 40–60%, along with nationwide provider access and transparent, quoted-in-advance pricing for scheduled procedures. There are no annual or lifetime maximums on the sharing side, and telemedicine is $0.
Those numbers are real for the groups they fit. They are also averages, and your group is not an average. The only figure that matters is the one produced when your actual census is run.
Jeremy would rather you turn this down for the right reason than sign up for the wrong one.
You can read the program's own materials at mightywellhealth.com. Jeremy will walk through the guidelines line by line with you before you decide.
Side by Side
A general comparison of the two structures. Specific plan terms vary — this is a way to think, not a quote.
Swipe to compare
| Traditional fully-insured group plan | MightyWELL Health | |
|---|---|---|
| Funding model | Fully insured — the carrier takes the risk and prices for it | Health care membership — everyday care plus a HealthShare arrangement for large claims, administered by Done Well TPA |
| Typical cost | Baseline; renewals frequently rise year over year | Commonly 40–60% lower in premium than the traditional baseline |
| Regulatory status | State-regulated insurance with guaranty-fund protection | Not insurance — a health care membership; the sharing layer has no guaranty-fund backstop |
| Preventive care | Covered at 100% in network | Included — annual physical, screenings, lab work and immunizations |
| Provider access | Defined network; out-of-network costs more | Open nationwide access, with up-front pricing on scheduled procedures |
| Pre-existing conditions | Covered from day one, no exclusions | Phase-in periods commonly apply on the sharing side |
| Maximums | No annual or lifetime dollar maximum on essential health benefits | No annual or lifetime maximums on the sharing side |
| Telemedicine | Varies; often a copay | $0 |
| Employee learning curve | Familiar — everyone has used one | New model; requires a real education meeting |
| Best suited to | Groups with significant ongoing claims or a strong network requirement | Generally healthy groups facing unsustainable renewal increases |
Comparison is general and educational. Program details, eligibility and guidelines are set by MightyWELL Health and the participating carriers; review the plan documents before enrolling.
Next Step
Send a census — ages, ZIP codes, who is on the plan — and Jeremy will model this structure against what you have now. If it does not beat your current plan, he will tell you that in writing.
