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A MERP (Medical Expense Reimbursement Plan) is like having a backup bank just for employee health expenses. The employer funds the account, and employees receive a no-pin Visa debit card to pay co-pays and deductibles on the spot — lowering out-of-pocket costs without complicated insurance paperwork.
The minimum group size that yields meaningful savings is 15 employees. MERPs can also be set up for smaller groups where improved benefits — rather than savings — is the main goal.
Under a typical MERP, net savings is around 25%. For example, an employer currently on a $500/$1,000 deductible plan can switch to a $5,000 deductible plan — saving 30% on premiums — while still offering employees 100% coverage by funding the difference through the MERP.
Yes. MERP is specifically designed to work with Kaiser plans. Employers can purchase a high-deductible Kaiser plan at a lower premium, then use the MERP to eliminate or minimize deductibles and co-pays — retaining Kaiser as the provider.
Yes, it is possible with some insurance plans such as Kaiser. Most employers wait until the renewal anniversary to avoid confusing employees, as a mid-year change creates a new 12-month renewal cycle. Consult with Clifford for your specific options.
No — employees typically gain better benefits. The MERP is designed to deliver 100% coverage — a plan unavailable off the shelf from any carrier — while the employer pays less in total premiums.