For employers

Health is ROI. We are your team’s health portfolio advisors.

A clinician-led longevity benefit your company can subsidize in whole or in part, for memberships, the Executive Physical, or specific programs, delivered through payroll and run entirely by Everest Health. No health data, no administration, and no clinical liability on your side: Everest is the treating practice.

Request an employer briefing →Email partnerships@goeverest.com
01Why now

Health benefits have become a retention tool. The market already moved.

The largest employers have stopped treating metabolic health as a perk. Bank of America now spends more than $250 million a year covering GLP-1 medications for its employees, roughly 13 percent of a $2 billion health budget, and its CEO calls it a good investment. Nearly a third of employees say they would switch employers for that one benefit. Everest gives you the same lever with the whole biology behind it: the medication where indicated, and the diagnostics, protocol, and clinical follow-up that make it work.

$250 million a year
What Bank of America spends on GLP-1 coverage for its roughly 211,000 employees, up from zero five years ago. "We see a great impact on the employees," its CEO told CNBC.
Fortune, August 2026 →
Nearly 1 in 3 would switch jobs
The share of employees who say they would change employers to gain GLP-1 coverage, while 51 percent of employers now name these drugs the top driver of prescription spend.
NFP 2026 U.S. Benefits Trend Report, via HR Executive →
One-half to two times salary
The cost of replacing a single employee, a figure Gallup calls conservative. Voluntary turnover costs U.S. businesses about a trillion dollars a year.
Gallup →
Subsidize what you choose
The whole membership or part of it, the Executive Physical for named leaders, or a specific program such as weight and body composition or hormones. The structure mirrors how you already fund bonuses and benefits.
Group pricing
Depending on group size, companies pay less than the public rates on memberships, physicals, and programs. The briefing sets the tier for your headcount.
Risk found early
440+ biomarkers and functional measures surface what a standard physical misses, years before symptoms and long before claims.
Zero administration
Everest enrolls, schedules, and delivers all care. The employer never touches medical information.
02The return, from the research

What a dollar of prevention returns, by the published evidence.

Everest measures biology and then changes it. The economic case for doing so is not ours to assert; it is in the literature. Four numbers, each with its source, and an estimator that applies them to a team of your size.

$3.27
Medical costs saved per dollar spent on rigorous workplace prevention programs, with $2.73 more in reduced absenteeism, across 36 high-quality studies.
Baicker, Cutler, Song. Health Affairs, 2010 →
$12,022
Annual medical spending attributable to diabetes for each person who develops it, on top of $35.8 billion a year in presenteeism nationally. Insulin resistance is measured and reversed at Everest before it becomes a diagnosis.
American Diabetes Association, 2022 costs →
$38 trillion
The value to the U.S. economy of slowing aging enough to add one healthy year of life expectancy. Healthy years, not just longer lives, carry the value.
Scott, Ellison, Sinclair. Nature Aging, 2021 →
9.4 yrs
Average biological age advantage across every patient enrolled at our 2026 analysis, with measured improvements in insulin sensitivity, kidney function, and inflammation in the same people.
The Everest evidence page →
Estimate the return for your team
Annual program costpeople covered times contribution, before group pricing
$0
Modeled medical and absence savings$3.27 medical plus $2.73 absenteeism per dollar, Baicker et al.
$0
Cost of the departures you expect this yearturnover times headcount times one-half salary, Gallup's floor
$0
Departures the program must prevent to pay for itselfat one-half salary per replacement
0
Diabetes cases avoided that would cover the programat $12,022 attributable medical cost each, ADA
0
Illustrative, not a quote. The savings multipliers come from the peer-reviewed wellness literature above and were measured on programs far less intensive than a clinician-led protocol; the turnover and diabetes figures use the published floors. Not every study agrees: a large randomized workplace-wellness trial (Song and Baicker, JAMA 2019) found no significant effect on spending or absenteeism at 18 months, which is why these are assumptions, not expected outcomes. In the briefing we rebuild this on your actual numbers and group pricing.
03How it works

Four steps. Your payroll team already knows three of them.

01
Choose what to fund
A monthly or annual amount per participating employee: a stipend toward any tier, the Executive Physical for named leaders, a full membership, or a specific program. All of it or part of it.
02
Payroll deduction
The employee's remaining share, if any, is deducted through your existing platform, ADP and the other major providers included. Participation rises when paying is effortless.
03
Employees enroll with Everest
Each person chooses their tier and enrolls directly with us using a company code. Their care is theirs; group pricing is applied automatically.
04
Everest delivers the care
Scheduling, diagnostics, protocol, and follow-up are ours. No medical data, care management, or liability sits with the employer.
Where appropriate, the benefit is generally structured as a non-taxable health benefit, delivered outside the group health plan. Your tax advisor and counsel confirm the treatment for your organization before launch; we supply whatever they need.
04What employees receive

Your executives are the CEOs of their health. We will be their Chief Medical Officer, at group pricing.

Executive Physical
One day at our Tysons Corner clinic, every number, and a written strategy. Publicly $2,099 ($5,000 value, save $2,901). The natural entry point for a leadership team.
A year of care
Base Camp, Ascend, or Summit: the full Methuselah Protocol™ with quarterly or monthly clinical sessions. Publicly $3,599 to $19,999 a year.
Focused programs
Weight and body composition, with GLP-1s where indicated, hormone therapy, and hyperbaric oxygen, each available to fund on its own.
MORRB, included
Every member sees their results in MORRB, with MORRB Mentor answering spoken questions about their own numbers at any hour.
Virtual, across 15 states
For staff outside the DC area, the Virtual Membership delivers the protocol by telemedicine in 15 states and Washington DC.
Group logistics
Block-scheduled physicals for a leadership team, an enrollment window, and a session with our Medical Director to open it.
Reporting, without names
A quarterly participation report with counts only. Individual results never leave the clinic.
05Straight answers

The questions a CFO asks first.

Is the benefit taxable?
Structured appropriately, it is generally treated as a non-taxable health benefit for the employee, which is part of why participation is high. Your advisor confirms the treatment for your situation; we provide the documentation.
Who sees the medical information?
Only the patient and their Everest clinical team. The employer receives participation counts, never names, results, or diagnoses. Everest is the covered entity; the company is not.
What happens when someone leaves?
The membership belongs to the employee. They may keep it at their own expense or let it lapse; the payroll deduction and any subsidy simply stop.
Is there a minimum group size?
No. Programs run from one sponsored executive to a company-wide stipend. Group pricing improves with size; the medicine does not change.
How is the subsidy invoiced?
One monthly invoice for the sponsored portion, itemized by participant count. Employee shares flow through payroll. Setup typically takes two weeks.
Where do employees need to be?
In-person care happens at our Tysons Corner, Virginia clinic, 25 minutes from Dulles; out-of-area leaders fly in for the physical, and we hold preferred rates with partner hotels nearby. Virtual care covers 15 states and Washington DC.
06Request a briefing

Tell us about the team. We come back with numbers.

We reply within one business day. Nothing you enter is shared outside Everest Health.
Thank you.
The overview is on its way, and our partnerships team will propose a time within one business day.
What happens next

Our partnerships team replies within one business day with the employer overview and proposes a briefing call. On that call we settle who the program is for, how many people, where they are, and what you want to fund. Within 48 hours you have a one-page proposal with group pricing, three ready structures, and a sample announcement for your team. Everest leadership joins once the structure is set.

Prefer email

partnerships@goeverest.com
1-866-EVER-888

For your file

Everest Health Partners, LLC. 8065 Leesburg Pike, Suite 100, Vienna, VA 22182. Memberships are self-pay; Everest does not bill insurance.