HealthCues logo HealthCues Broker Independent Authorized HealthCues Broker · Robert Suckoll

Independent HealthCues broker

Happier Employees, Happier Employer

A supplemental-benefit program designed to add useful benefits for your people and leave both sides better off. In the current Plan 1200 illustrations, the employer’s monthly administration fee is more than offset by FICA savings, and employees can see a potential increase in take-home pay — so both sides can come out ahead with no net out-of-pocket cost in those examples. It complements existing medical coverage rather than replacing it.

Talk with Rob about your workforce Watch the company overview

1 · For employees

Benefits included

Practical care and everyday resources for enrolled employees, with a more specific scope for eligible family members.

  • Virtual urgent care, with a $0 copay described in current materials (terms apply)
  • Virtual primary care with board-certified physicians
  • Mental-health support from licensed therapists and peer support
  • 200+ eligible medications at $0, plus discounts on other medications
  • Virtual vet: remote advice for cats and dogs
  • Health assessments, biometric and DNA screening, and coaching
  • Supplemental hospital cash paid to the employee for covered events
  • Work Shield workplace reporting support
  • A potential paycheck improvement, as illustrated next

A valid prescription is required for $0 medications; formulary, dose, quantity, and fill limits apply. Virtual vet is remote advice — not in-person care or payment of veterinary bills. DNA screenings cannot be processed in New York. Eligible family access includes virtual care and family-oriented counseling; Work Shield, screenings, and hospital cash are not described as universally extending to dependents.

2 · Employee paychecks

Extra money in take-home pay

+$67.24/ month

Illustrated Plan 1200 example for an employee earning $31,200 a year ($2,600 a month). About +$806.88 a year ($67.24 × 12).

Gross wages
$2,600.00
Pre-tax benefit premium
$1,200.00
Illustrated claim payment
+$1,000.00
Net take-home without program
$2,156.09
Net take-home with program
$2,223.33
Illustrated monthly increase
+$67.24

Illustrated withholding savings minus the $200 difference between the $1,200 premium and the $1,000 claim payment equals +$67.24 a month. This is not a universal 6% increase. The approved example is monthly; a weekly or biweekly per-paycheck figure is not published in those materials. Benefits may be taxable. Lower Social Security wages can reduce future benefits.

3 · Employer FICA savings

Illustrated FICA savings

$56.80net / employee / month

Plan 1200 illustration: $681.60 net per participating employee per year ($56.80 × 12).

Gross FICA savings ($1,200 × 7.65%)
$91.80
Illustrated administration fee
−$35.00
Net per employee, per month
$56.80
Net per employee, per year
$681.60

100 enrolled employees · official illustrated scale

Monthly net ($56.80 × 100)$5,680

Annual net ($5,680 × 12)$68,160

50 enrolled employees · same math, scaled

Monthly net ($56.80 × 50)$2,840

Annual net ($681.60 × 50)$34,080

The 100-employee, $68,160 annual example is the official illustrated scale. The 50-employee figures use the same per-person math; they are not a separate published census. Other illustrated annual net amounts after the same $35 fee: $957.00 on Plan 1500 and $406.20 on Plan 900. Current onboarding minimum: 50 qualified employees.

Estimates vary. These figures are labeled illustrations from approved HealthCues materials, not a quote for your workforce and not a guarantee. Actual eligibility and savings vary by plan, payroll, taxes, and who enrolls. Review current program materials and consult your own tax, legal, and accounting advisors.

How it works

HealthCues guides payroll and census preparation, employee enrollment, and payroll testing, working with your team and coordinating ongoing eligibility and deductions. Program launch follows successful testing and enrollment.

Explore the opportunity

Review the benefit suite and discuss how a company-specific payroll illustration could look for your workforce.

Share workforce and payroll information

Census preparation and payroll discovery — including payroll exports, eligibility details, and how deductions would be set up. An initial partial census can be used to prepare a custom projection. The current onboarding minimum is 50 qualified employees, verified by the most recent payroll census.

Review your company illustration and agreements

See estimated employer and employee figures, then complete the agreements needed to move into implementation.

Payroll setup, education, enrollment, and testing

Work with your team and payroll provider on deduction codes, file workflows, and employee education. Current implementation materials include an open-enrollment and payroll-testing period of two payroll cycles (minimum 3–4 weeks), so deductions can be validated before go-live.

Launch and ongoing coordination

Program launch follows successful testing and enrollment completion. After go-live, HealthCues continues to coordinate eligibility and deduction workflows, including for new hires and newly eligible employees.

What employees and eligible families can use

Eligibility, dependent access, and service limits are benefit-specific. Confirm current coverage for your group.

Virtual urgent and primary care

Connect for appropriate immediate concerns. Current materials describe AI-driven intake, an asynchronous physician consult, a $0 copay, and phone or video options. Virtual primary care includes scheduled visits with board-certified physicians, chronic-condition support, and help coordinating appointments, screenings, labs, and follow-up care.

Mental-health support

Licensed therapists and peer support for personal and work-related challenges, with phone and video options. Family-oriented counseling is available through eligible family access.

200+ medications at $0

More than 200 eligible medications at $0, plus discounts on other medications. A valid prescription is required. Formulary, dose, quantity, and fill limits apply, including 12 retail 30-day fills or four 90-day mail-order fills per member per benefit year. The pharmacy program is a subscription and discount offering, not insurance.

Virtual vet

Remote phone or video advice for cats and dogs — not in-person veterinary care and not payment of physical veterinary bills.

Screening and health guidance

Health-risk assessments, biometric screening with physician review, DNA-based wellness insights (one screening for the life of the program), and coaching. DNA screenings cannot be processed in New York, per the current sales flyer.

Work Shield and hospital cash

Work Shield supports reporting, investigation, and resolution of workplace harassment, discrimination, and misconduct. Certified legal professionals investigate incidents and provide recommendations. It is not unlimited free legal representation or general legal counsel. Supplemental hospital indemnity pays scheduled cash benefits for covered events directly to the employee and does not require coordination with major medical.

Eight plan tiers, plus an optional Enhanced MEC

The current sales flyer dated July 19, 2026 lists eight limited-benefit hospitalization plan options. Monthly pre-tax premiums are shown below. Hospital cash amounts vary by tier under the policy’s terms and limits. Current carrier and dependent coverage should be confirmed for your group.

Plan 1600 1500 1200 1050 900 750 650 600
Monthly pre-tax premium $1,600$1,500$1,200$1,050$900$750$650$600

On a phone, scroll this table sideways to see all eight plan premiums (1600 through 600).

The November 8, 2026 company information sheet illustrates three of these tiers in more detail (Plans 1500, 1200, and 900), including the employer net figures above. Hospital indemnity coverage is typically insured and administered by carriers such as American Global Reinsurance and Clear Spring Health — HealthCues has described these as the carriers they mostly use. Confirm the current carrier for your group.

Optional Enhanced MEC

An optional Enhanced MEC (minimum essential coverage) plan can be included. The current Enhanced MEC benefit summary lists a $0 annual deductible, wellness and preventive care covered at 100%, and primary-care visits at a $15 copay for the first three visits, then a network discount. Specialist visits, urgent care, and laboratory services or X-rays are described as network discount. ACA prescriptions plus a discount program are included. The plan excludes out-of-network services and covers only the medical services listed in that summary. Providers are described as participating in the First Health PPO network.

Enhanced MEC premiums

  • Employee only: $0.00 (employer paid)
  • Employee + spouse: $45.00 per month
  • Employee + children: $45.00 per month
  • Family: $90.00 per month

This optional plan is separate from the core supplemental program. What it does and does not satisfy under the ACA should be confirmed from current plan documents for your group.

Who it’s for

The program is available in all 50 states. In its December 2025 company update, HealthCues reported more than 150 corporate clients and over 30,000 employee members nationwide (company-reported as of that update).

Employers with 50 or more employees

HealthCues has said any company in any vertical with 50 employees or more can benefit. The current written onboarding minimum is 50 qualified employees, verified by the most recent payroll census before agreements can be issued. The program is designed to sit alongside major medical insurance, not replace it, and does not require you to disrupt existing health plans.

Employer payroll-tax savings depend on FICA being paid. Organizations that are payroll-tax exempt typically would not see that employer savings. A custom illustration is the way to see what the program could mean for your census.

National and state associations

The program can work as a partnership with national and state associations — connecting member companies with supplemental workplace benefits and creating value for the association, member companies, and employees and eligible family members.

If you lead an association, I can walk through how the program can work for your members and invite a conversation with association leadership and member-company HR, payroll, finance, or legal advisors. By extending access through associations with nationwide reach, the partnership can bring useful benefits to more working Americans and their families.

Watch the company overview

A short public HealthCues company presentation: “HealthCues: Save Your Company Money. Give Your Team More.” The video plays right here on this site.

Watch the HealthCues company overview: Save Your Company Money. Give Your Team More. Opens the video page.

Opens the presentation on its own page: healthcuesbroker.com/watch/.

Questions employers ask

Does this replace our current health plan?

No. It is a supplemental workplace-benefit program designed to sit alongside major medical insurance, not replace it, and it does not require you to disrupt existing health plans.

Is there really no out-of-pocket cost?

HealthCues marketing materials describe the program as having no out-of-pocket cost for the employer or the employee. The approved company illustrations are more precise: the employer pays a $35 monthly administration fee in the Plan 1200 example, which is more than offset by illustrated gross FICA savings of $91.80, leaving $56.80 net savings per participating employee. On the employee side, a $1,200 pre-tax premium and a $1,000 illustrated claim payment still produce a +$67.24 monthly take-home increase in the $31,200 salary example, because of illustrated withholding savings. Those examples are not a guarantee. Results vary, benefits may be taxable, and lower Social Security wages can reduce future benefits. That is why this site says “no net out-of-pocket cost in the current illustrations,” not an unqualified promise for every company or every employee.

Will every employee enroll, and will we automatically see these savings?

No. The company and paycheck figures on this page are labeled illustrations. Actual eligibility and savings vary by plan, payroll, taxes, and who enrolls. The $5,680 monthly / $68,160 annual company example assumes 100 eligible employees enrolled on Plan 1200 for 12 months. The 50-employee scale uses the same per-person math. The +$67.24 employee example is for a $31,200 salary on Plan 1200; it is not a universal 6% increase. Savings and participation are not guaranteed.

What does Work Shield include — and what does it not include?

Work Shield supports reporting, investigation, and resolution of workplace harassment, discrimination, and misconduct. Certified legal professionals investigate incidents, and employees have a confidential way to report concerns. It is not unlimited free legal representation or general legal counsel.

What can eligible family members access?

Eligible family access includes virtual care and family-oriented counseling support. Work Shield, health screenings, and hospital-indemnity cash benefits are not described as universally extending to dependents. Confirm current dependent coverage for your group.

How do the $0 medications work, and what does enrollment involve?

Current materials include more than 200 eligible medications at $0, plus discounts on other medications. A valid prescription is required, and the $0 program has formulary, dose, quantity, and fill limits — including 12 retail 30-day fills or four 90-day mail-order fills per benefit year per member (Core Formulary, September 3, 2024). HealthCues guides implementation, and current materials include employee enrollment and payroll testing (typically two payroll cycles, minimum 3–4 weeks), with launch after successful testing and enrollment completion.

Is this the official HealthCues website?

No. This site is for Robert Suckoll, an independent HealthCues broker. It is not the official HealthCues company website and is not operated by HealthCues. You can learn more about the program from the company at www.healthcues.com.

Book a short conversation

Would you be open to a short Zoom conversation with your HR, payroll, or finance team to see what the program could mean for your company? Association leaders are welcome to include member-company advisors as well. There is no form on this site — just email or call Rob directly.

Email Rob