How the Corporate Wellness Program Works

Program 1 · Southern California

An on-site IV wellness day, hour by hour.

We show up early with a nurse team and set up in a conference room. Employees walk in on their booked slot and are back at their desks in 45 minutes. Nobody submits an expense report.

Two weeks before
HR picks a date and a room. We send the announcement and a private booking page for your company; employees pick a 45-minute slot and pay the corporate rate at booking, often with an HSA/FSA card.
Day of, one hour early
The nurse team arrives, positions seated stations and a private intake corner, and checks supplies. Certificates of insurance are already on file with your vendor team.
Each booked slot
Digital screening and consent against physician-defined criteria, in English or Spanish. Anyone who screens out is told so kindly and refunded. The IV is placed, observed the whole time by a registered nurse, and finished in about 45 minutes.
End of day
We clean up to OSHA bloodborne-pathogen standards and take every sharp with us. The room looks like we were never there.
Same week
HR receives an aggregate participation report: bookings, attendance, and interest in a repeat date. No names, no health information.

What's on the menu

Hydration and electrolyte drips, energy and recovery blends with B-vitamins and vitamin C, immune-support and skin-focused options, NAD+ on request, and quick boosters. Employees choose at booking; the nurse confirms after screening.

Formats

Pilot day: one date so your team can see how it runs.
Quarterly or monthly: a standing wellness day employees plan around.
Open-enrollment fair: a booth that people actually line up for.
Field crews and hot sites: a climate-controlled trailer or tent, available in most states.

HR's to-do list

1. Pick a date. 2. Pick a room. 3. Forward our email. That's it.

Program 2 · Nationwide by telehealth

The weight-loss program, from your employee's side.

Most of what goes wrong with weight-loss medication in a health plan happens after the prescription: nobody follows up, side effects go unmanaged, and about half of people quit within a year and regain the weight. That is where the money and the goodwill both leak. So we built the program around the follow-up: a nurse and a health coach who stay with each person until the weight is off and staying off.

Of every 100 employees who start a GLP-1 with no one in their corner

30 stop within the first month

35 more stop before the year is out

35 are still on treatment at one year

By year two about 1 in 7 remains; by year three, 1 in 12.

Sources: Blue Health Intelligence, the Blue Cross Blue Shield data arm (first month); JAMA Network Open, 125,000 patients (one year); Prime Therapeutics claims (years two and three).

What happens to the weight after stopping

STEP 1 trial extension, Diabetes, Obesity and Metabolism.

Persistence is not fixed: one-year persistence by start year

Prime Therapeutics, 33,607 patients. The gain came from better side-effect management and access, which is what support between fills does.

Join in about three minutes
Through a private page for your company. A secure health intake, and any bloodwork from the last twelve months uploaded if they have it.
Bloodwork at any local lab
If a panel is needed, we order it and the employee walks into a lab near them. Labs are billed separately at lab cost.
Telehealth exam and physician clearance
A brief video evaluation with licensed medical staff, then our clinical team, under the supervision of our medical director, reviews the intake, the evaluation and the labs, and the physician grants clearance before anything is prescribed. Not everyone qualifies. If the physician says it isn't appropriate, the first month is refunded in full.
Medication shipped, when appropriate
A licensed pharmacy ships the prescribed protocol with a home kit and an RN-recorded training video. Most members go from application to first shipment in 7 to 14 days.
A registered nurse who stays
Every member is matched with an RN medical coach: direct messaging, periodic check-ins on progress and side effects, dose adjustments for the physician's review, and coaching on nutrition, strength and sleep so the result holds. Quarterly re-evaluation with repeat labs.

Soothe IV registered nurse checking in with a program member

Why the nurse matters to your budget

A brand GLP-1 at list runs roughly $12,000 to $15,000 a year per member, and about half of members stop within twelve months and regain the weight. A third of large employers now require a supervised companion program before they'll pay for the drug (KFF). The nurse is the companion program. It's also what makes our fixed monthly price, roughly a third of list, a number you can plan around. The sources are in our two-page employer brief.

$1,861extra medical cost per year for an adult with obesity; about $3,100 with severe obesity (Harvard-led analysis of national data).

$1,685lost productivity per employee per year from illness-related absence, per the CDC Foundation.

1 in 3adults with employer coverage meet the BMI criteria for these medications, so the exposure is not a rounding error.

What companion-program vendors report (their own analyses, so treat as directional; independent actuaries have modeled five-year savings too)

67% vs 47–49%still on treatment at one year, with coaching vs. benchmark groups

63%held their weight a full year after stopping medication, with coaching continued

2.7–4.6 : 1claims-based return per dollar spent on the companion program

What your employees get

· Physician supervision and, when appropriate, medication, in one monthly price
· A registered-nurse medical coach they can message any time
· Home kit, RN training video, diet and strength guides
· Ongoing lab monitoring and quarterly re-evaluation
· Discreet shipping to their door, in any state

What you get

· A capped, predictable number instead of an open-ended pharmacy line
· A companion program for the people your plan covers, and an option for the people it doesn't
· Monthly aggregate reporting: enrolled, active, utilization against your contribution
· Nothing to administer. Enrollment, billing and clinical care are ours.

Funding models

Three ways to pay for it. One of them costs HR nothing, and all of them save you the surprise.

Pick the one that matches your budget cycle. You can start with employee-pay this quarter and add a contribution at renewal; nothing about the program changes for your people.

Model	HR budget	Employee pays	Plan change needed	Best for
Employee-pay	$0	Corporate rate, often HSA/FSA	None	A first on-site day; any employer that wants to offer the program without touching the plan
Capped contribution	A fixed monthly amount you set	The difference, if any	Typically an HRA; your broker or TPA sets it up	Self-insured and level-funded plans that want a predictable GLP-1 line
Employer-paid	Fixed per enrollee	Labs at cost only	Services agreement	Employers replacing or supplementing PBM coverage for a defined group

Pricing is quoted by tier on the sizing call because the right tier depends on your plan and your people. Every tier is a fixed monthly price that includes physician supervision and, when clinically appropriate, medication, at roughly a third of a brand GLP-1 at list. Bloodwork is billed separately at lab cost. Eligibility is a clinical decision; not every employee qualifies. Employer-sponsored programs are governed by a services agreement; ask your benefits counsel how a contribution should be structured for your plan.

Launch timeline

About two weeks from the first call.

Day 0

Sizing call

15 minutes with John on headcount, locations and plan funding. You'll leave knowing which program fits and which doesn't.

Days 1–5

Agreement & insurance

One-page services agreement, your funding model, and certificates of insurance to your vendor team.

Days 5–10

Announcement & booking

We write the employee email and open a private booking or enrollment page for your company. HR forwards it.

Day ~14

Launch

Nurses on site for the wellness day, or first program members through intake, labs and their telehealth exam.

Ongoing

Report

Aggregate participation the same week, monthly for the program. Never an individual's health information.

Participation is voluntary and private. Employees are patients of our medical practice, so their records stay with us. You get the report and the capped number.

FAQ

Program Questions

What happens during a Soothe IV on-site IV wellness day?

Our nurses arrive about an hour early and set up in a conference room or lounge: seated IV stations, a private intake area, and supplies. Employees walk in at their booked time, complete a short digital screening and consent under physician-supervised protocols, receive their IV over about 45 minutes while a registered nurse observes, and go back to their desks. We clean up, and HR receives an aggregate participation report the same week.

How does an employee join the physician-supervised weight-loss program?

The employee joins online in about three minutes through a private page for your company, completes a secure health intake, and uploads bloodwork from the last twelve months or has a panel drawn at any local lab at lab cost. A brief telehealth evaluation with licensed medical staff follows; our clinical team, under the supervision of our medical director, reviews the intake, evaluation and labs, and the physician grants clearance before any prescription. Qualifying members receive their protocol from a licensed pharmacy with a home kit and an RN-recorded training video, and are matched with a registered-nurse medical coach. Most members go from application to first shipment in 7 to 14 days. If the physician determines therapy is not appropriate, the first month is fully refunded.

What does a registered-nurse medical coach do in the weight-loss program?

Each member has a registered nurse they can message directly. The nurse runs periodic check-ins on progress, side effects and dose adjustments for the physician's review, coaches on nutrition, strength and sleep so results hold, and re-engages members who drift. That ongoing clinical relationship is the difference between a prescription and a program, and it is why our members are not the roughly half who quit within a year.

What funding models are available for the corporate wellness program?

Three. Employee-pay: the company hosts the on-site day or announces the program and employees pay a corporate rate directly, often with pre-tax HSA/FSA dollars, so HR's budget is $0. Capped contribution: the company contributes a fixed monthly amount toward the weight-loss program, typically through an HRA, and that contribution is the cap on its exposure. Employer-paid: the company covers the program for eligible employees at one fixed monthly rate. Pricing is quoted by tier on the sizing call; bloodwork is billed separately at lab cost.

What does HR receive after the program launches?

Aggregate participation reporting: how many employees booked and attended an on-site day, how many enrolled and remain active in the weight-loss program, and utilization against any employer contribution. Reports arrive the same week for an on-site day and monthly for ongoing programs. No individual health information is ever shared with the employer.

How long does it take to launch a corporate wellness program with Soothe IV?

About two weeks from the first call. Week one covers the sizing call, a one-page agreement, the funding model and certificates of insurance. Week two covers the employee announcement, the private booking or enrollment page, and the launch. On-site days can be scheduled as a single pilot, quarterly, monthly, or as a booth at your open-enrollment fair.

Request a pilot

Ready to see what this would mean for your team?

Tell us a little about your company. You'll get our two-page employer brief, Helping Your People Lose Weight for Good, Without Losing Control of Your Plan, by email right away, and John will call you personally. Prefer to skip the phone tag? Book 15 minutes directly.

First name * Last name * Work email * Phone (for John's call) Company * Your title * Where are most of your employees? * HQ city, state Employees * How is your health plan funded? I'm interested in *

Anything we should know?

By submitting you agree we may contact you by email and phone about corporate programs. We never share your details. Prefer to talk now? Call or text John at (949) 736-3592.

Voluntary participation. Participation in Soothe IV on-site wellness days and programs is voluntary, private and revocable at any time, and is designed to operate within ADA and EEOC wellness-program guidance. Privacy. Participants are patients of Soothe IV's medical practice; health information is HIPAA-protected and host employers receive aggregate participation reporting only. Medical. IV wellness services support hydration, energy and recovery; they are not intended to diagnose, treat, cure or prevent any disease. Weight-loss therapy is prescribed only after an independent telehealth evaluation and physician clearance; eligibility is a clinical decision, not every applicant qualifies, and some medications are compounded and are not FDA-approved. Employer-sponsored programs are subject to a services agreement.

Simpler than people expect. Here's the whole thing.