The total rewards force multiplier that makes your existing benefits spend finally work as hard as you do.
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You already spend enormous money and administrative energy on benefits. Ensure Health doesn't add another point-solution vendor to the pile — it makes every plan you already offer easier to use, easier to understand, and provably cheaper to run, without changing carriers or renegotiating a single contract.
Ensure Health is the company — the name on the contract and every employer-facing relationship. WellBee is the patient mobile app — the only brand a member ever sees or downloads (getwellbee.com). One product, two names, used deliberately.
| The Pain, Today | What Ensure Health Removes |
|---|---|
| Open enrollment is a multi-week fire drill of confused employees and overwhelmed HR inboxes. | Employees get plain-language, personalized guidance inside WellBee — deflecting the "which plan do I pick" emails before they ever reach HR. |
| HRIS, payroll, and benefits data live in disconnected silos that never quite agree. | Automated census and eligibility sync (Workday, ADP, Gusto, or SFTP/EDI 834) keeps one accurate source of truth, reconciled continuously. |
| Compliance overhead — HIPAA, audit trails, plan-document accuracy — falls on a stretched HR team. | Every interaction is logged, consented, and auditable by design. |
| Healthcare costs keep rising and no one can prove which interventions moved the needle. | Every recommendation and outcome is tracked — aggregate, de-identified reporting shows exactly where friction and cost were removed, in rupees. |
| A pile of point solutions (telehealth, discount cards, navigation apps) employees never adopt. | One coherent layer, not one more app competing for a five-minute attention span. |
No promised savings percentage upfront — baseline metrics are established with your first cohort, then measured against.
A pilot/implementation fee, a per-employee-per-month (PEPM) platform fee, and — where legally and contractually appropriate — performance-based economics tied to realized savings. This is a PEPM add-on decision layered on your existing PBM/TPA relationship, not a benefits-carrier RFP.