A complete healthy-living benefit for every workforce.
Healthier employees. Stronger workplaces. One connected ecosystem.
This is not simply a gym discount, meditation app, employee assistance program, or wellness challenge. It is a comprehensive healthy-living ecosystem employers can offer employees and their families through one centralized platform.
Employees gain personalized access to food, fitness, sleep, emotional wellness, professionals, local services, discounts, education, challenges, and practical tools. Employers gain a flexible benefit that improves engagement, strengthens culture, and supports recruitment and retention.
A gym reimbursement, an EAP, a meditation app, a step challenge — scattered across systems employees never check.
The same plan for everyone. No adaptation to real schedules, access, or priorities.
Employees get reminders — not actual discounts, services, or local benefits they can use.
Employers decide which employee classifications are eligible.
The company pays the full cost. Employees receive Divadd Health as a fully sponsored benefit at no cost to them.
The employer pays part, the employee pays the rest — annually, monthly, or via payroll deduction.
The employer unlocks exclusive company pricing. Employees enroll voluntarily; the company carries no direct cost.
Voluntary, clearly authorized deductions — monthly, biweekly, semimonthly, or one-time annual. Divadd Health provides authorization records, deduction files, contribution reports, and payroll-system integration.
Each eligible employee receives an annual Divadd Health allowance (e.g. $200 in wellness credits) for membership upgrades, classes, consultations, meal services, sleep programs, and workshops.
The company awards additional Divadd Health Rewards™ points for onboarding, workshops, challenges, and educational modules. Participation is always voluntary — never requiring disclosure of private health conditions.
Membership level, funding method, eligibility, covered groups, family coverage, enrollment period, payroll, credits, branding, reporting.
Via email, HR portal, QR code, enrollment link, benefits fair, mobile, or SSO — clearly explaining costs, coverage, and privacy.
Credentials separate from the employer. Reviews privacy notice, consent, employer visibility limits, and data-sharing controls.
The assessment personalizes the experience. The employer never receives individual answers — only aggregate participation.
Adapts to interests: food, fitness, sleep, emotional well-being, meal planning, local classes, family wellness, stress reduction.
Exercise, home meals, sleep consistency, local trainers, walking challenges — privately or with coworkers.
Employees will not trust Divadd Health if they believe their employer can see their emotional-wellness answers, food habits, sleep problems, or personal concerns.
Minimum group-size thresholds prevent managers from identifying individuals in small teams.
Instead of "your employees are mentally unwell," Divadd Health reports:
"Employees are engaging strongly with stress-management and recovery resources."
That helps employers sponsor a meal-prep workshop, sleep-education sessions, on-site healthy-food vendors, or more flexible wellness breaks — without ever seeing individual data.
Employee, plus spouse/partner, children, full household, or a guest — turning a single benefit into a family wellness solution.
Team Walking Month, Hydration Week, Cook at Home Week. Participate as full name, first name, nickname, or anonymous.
Employer credits, rewards points, class passes, and meal credits — with employer-defined eligible categories and expiration.
The employer determines which categories qualify.
Large employers can receive a private marketplace — company-sponsored programs, national partners, local offers, approved reimbursement categories, exclusive employee pricing, and family benefits. Powered by Divadd Health, with employer branding.
Promote Divadd Health in recruitment: a personalized healthy-living ecosystem with fitness, nutrition, sleep, emotional wellness, local discounts, and family benefits.
Divadd Health becomes part of onboarding — welcome, invitation, benefit explanation, private profile setup, and an optional first-month challenge.
Use memberships as new-hire gifts, anniversary benefits, performance recognition, and holiday appreciation — rewarding participation, not health outcomes.
Recognition rewards participation and engagement — never specific health outcomes like weight loss rankings.
The employer provides basic Divadd Health access.
Subsidized memberships and active wellness programming.
Fully sponsored robust benefits, family options, strong participation.
Comprehensive, inclusive, measurable commitment to employee healthy living.
Certification recognizes program quality — it does not imply Divadd Health has medically evaluated the company or its employees.
Smaller organizations beginning with a discounted benefit
Employers subsidizing or sponsoring memberships
Large and multi-location employers
National orgs, benefit platforms, white-label
Pricing depends on company size, features, funding model, and service level. Request a consultation for a custom proposal.
Company info, workforce structure, funding preference, launch goals, administrator and legal contacts.
Eligibility, tier, contribution model, credit structure, communication plan, privacy configuration, success metrics.
Account, roster upload, payroll, SSO, branding, billing, administrator permissions, communication templates.
Executive announcement, email campaign, enrollment webinar, benefits-fair materials, QR posters, launch challenge.
First 90 days — enroll, complete profile, join a challenge, redeem offers, attend an event, invite household.
Enrollment, engagement, utilization, satisfaction, savings, credit usage — aggregated only.
An annual or quarterly sponsored event — healthy meal demos, fitness sessions, guided breathing, vendor booths, enrollment, and prize drawings. Virtual, in person, or hybrid.
Internal ambassadors promote voluntary participation, welcome new members, organize challenges, and gather feedback. They never counsel employees or access private data.
Separate training: supporting boundaries, referring to formal resources, encouraging breaks, and protecting privacy — without turning supervisors into health evaluators.
Offer a meaningful employee wellness benefit without building an expensive internal program.
Give your workforce one centralized health and wellness ecosystem employees can actually understand and use.
Consolidate personalized benefits, engagement, partner access, and aggregate program intelligence across your organization.
A company may begin with 200 employer-sponsored employees. Those employees add spouses, add children, upgrade memberships, book trainers, use meal kits, redeem partner offers, join classes, refer friends — and remain Divadd Health members after changing employers.
The employer becomes a distribution channel for Divadd Health. Divadd Health becomes a value-creation engine for the employer.
The master healthy-living platform.
The vendor and commercial partner ecosystem.
The corporate sales and benefits division.
The employee benefit program.
The employer administrative dashboard.
The employee-facing experience.
Employer credits, rewards, and allowances.
Recognition for participating employers.
Protection separating employers from private employee wellness information.
Everything is connected inside one ecosystem. Divadd Health doesn't simply tell employees to live healthier — it gives them practical, personalized, affordable ways to do it.
No. Employers receive only aggregate, de-identified participation information. Individual assessment answers, emotional-wellness scores, search history, and AI conversations are never shared with the employer.
Every size — from 2-employee small businesses to enterprise organizations with 500+ employees, plus remote, hybrid, seasonal, and gig workforces.
No. Choose fully employer-paid, partially subsidized, or employee-paid at a group discount. Payroll deduction and wellness-allowance options are also available.
Yes. Employers can cover employee-only, employee plus spouse/partner, plus children, full household, or employee plus one guest.
Divadd Health supports integration with HRIS, payroll, benefits-administration, SSO, intranets, LMS, and calendar platforms.
Yes. All wellness participation is voluntary and never requires employees to disclose private health conditions to their employer.