Stay healthy
- Recommendations for preventive measures
- Prevention tips and plain-language information
Why workplace health now
Poor health costs more than sick days. Prevention starts earlier.
Most of the productivity lost to poor health happens while people are at work. At the same time, health benefits keep getting more expensive and fewer than one in three employees feel engaged.
63 days
of productive time are lost per U.S. worker each year to poor health. 54 of those days are lost while working unwell.
Vitality, 2026 (self-reported)11.1 %
of scheduled hours of full-time employees are lost to their own illness or injury. That is about three workdays per year.
BLS, 20252$26,993
was the average annual premium for employer-sponsored family health coverage in 2025, up 6% from the year before.
KFF Employer Health Benefits Survey 20253
The Health Year
Twelve stages. One topic per stage. Each step builds on the last.
Every participant starts with a personal risk profile. The app then guides them through twelve health topics, each with a risk check, ongoing support, and results with a report.
1risk profile to start18health topics7lifestyle factors alongside
Lifestyle programs alongside
Seven lifestyle topics. Free to add in the app.
Alongside the twelve stages, seven lifestyle topics run all year. Employees pick matching 7-day programs themselves and start them right in the app: free for them and no extra work for HR.
- Sleep
- Nutrition
- Physical activity
- Resilience
- Alcohol
- Smoking
- Immune system
Every stage follows the same principle.
Take a closer look
- Recommendation for further tests
- Information on possible consequences
- Recommendation to see a doctor if needed
See a doctor
- Clear recommendation to see a physician
- Information on the condition and treatment options
App & platform
A health companion for your workforce. On any device.
Employees use the Health Year in the myoncare app for iOS and Android or directly in the browser. Content, questionnaires and reminders arrive when they are relevant.
- Start with a QR codeScan, sign up, get going. No integration with your IT.
- App or browserNative app and progressive web app, no company phone needed.
- Wearables & health dataConnects to Apple Health, Google Health and Withings.
- Check-ins & remindersShort check-ins and prompts that fit into the workday.
- Own resultsEvery participant sees their own results and progress.
- Secure exchangeChat, video visits and documents when medical follow-up is needed.
How it works & privacy
See what works. Without seeing individuals.
Employees screen themselves, a contracted physician sees findings that need attention, and your company sees only de-identified numbers. You only see de-identified, aggregated data.
- 1
Employees
screen themselves and see their own results.
- 2
Contracted physician
sees findings that need attention and invites people to follow-up care. Only clinically relevant cases are escalated.
- 3
Employer
receives an annual report with aggregated metrics and recommendations.
Annual report 2026 · Sample Company
Participation over 12 months
68%
▲ 12 points vs. last year
Completed screenings
3,950
18 topics
Targeted follow-up invitations
46
by the contracted physician
Participation by location
Risk distribution, topic: stress
- No elevated risk 58%
- Moderate 31%
- High 11%
Topic focus
- Stress↑ rising
- Heart health↑ rising
- Sleep→ stable
Participation rate over the year
Recommendations for 2027
- Stress prevention workshop for managers
- Skin cancer awareness day before summer
Reports cover groups of 10 or more people only. Individual results are never visible to the employer.
Who sees what?
Individual results
are visible only to the employee and the contracted physician. Physician–patient confidentiality applies.
Employer
sees only de-identified, aggregated reports, never individual data. Reports require a minimum group size of 10 people.
Voluntary
Participation is voluntary and requires each employee's consent.
Benefits
Good for your employees. Good for your company.
For employeesA companion that fits their life.
- Easy-to-access screenings and proactive prevention
- Personal recommendations instead of one-size-fits-all
- Flexible to use, including outside working hours
- Individual results stay private from the employer
For employersWorkplace health you can measure.
- Goal: fewer sick days and better performance
- Reports by location and department
- Ready-made program, no effort for IT or HR
- A visible benefit for recruiting and retention
How it fits your benefits
Your health plan covers care. The Health Year adds prevention.
Most employers already offer a health plan and an employee assistance program. The Health Year adds what is usually missing: a guided, year-round prevention program that reaches every employee.
Benefits that wait to be used
- Health plan coverage for care and preventive services
- Employee assistance program (EAP)
- Annual health risk assessment or biometric screening
- Onsite or near-site services, where available
The Health Year
18 digital screenings over 12 months. Mental and physical health, lifestyle and prevention.
- Stress & burnout
- Heart & metabolism
- Diabetes
- Cancer screening
- Dental health
- +13 more
Two ways to offer it
Directly as an employer benefit
You contract with myoncare and offer the Health Year to all employees, whether or not they are enrolled in your health plan.
Through your health plan
Your insurer or plan administrator adds the Health Year to the plan's wellness offering. Health plans can also offer it to their employer clients.
What the research says
Prevention can pay off. When it reaches the right people.
Studies of workplace wellness programs show mixed results. Effects depend heavily on who takes part and how targeted the program is.
$2.73
Lower absenteeism costs per dollar spent
A meta-analysis of workplace wellness programs found absenteeism costs fall by about $2.73 and medical costs by about $3.27 for every dollar spent.
Baicker, Cutler & Song, Health Affairs 20105No effect
on absenteeism in a large randomized trial
A trial with about 33,000 employees found healthier self-reported behavior after 18 months, but no difference in absenteeism, medical spending or clinical measures.
Song & Baicker, JAMA 2019685 %
of lost productive time is presenteeism
Working while unwell accounts for 54 of the 63 productive days lost per U.S. worker each year. This effect is not included in the calculator.
Vitality, 2026 (self-reported)1Why this matters for program design: the JAMA editorial on the trial recommended more targeted approaches instead of broad programs6. The Health Year is built around that idea: a personal risk profile, topics matched to each person's risk and clear next steps when a finding needs attention.
ROI calculator
When does the Health Year pay for itself?
Five inputs give you a first estimate. The model is deliberately conservative: it only counts avoided sick days, with a ramp-up in year one.
Annual savings potential · from year 2
$19,300
in avoided absence costs at full effect
Return per dollar · year 1
–
with ramp-up
Return per dollar · from year 2
–
full effect
- Participants–
- Health Year cost per year–
- Avoided sick days · year 1–
- Avoided absence costs · year 1–
- Net savings after cost · from year 2–
- Break-even per participant–
Pricing: You pay only for employees who take part. Cash or gift-card rewards for participating are taxable wages for employees, so most employers keep incentives modest or non-cash.
Illustrative model, not a guarantee, and not tax or legal advice.
Assumptions, formula and sources
| Input | Assumption | Basis |
|---|---|---|
| Sick days | Default 3 workdays per employee per year | BLS: 1.1% of scheduled hours of full-time employees lost to own illness or injury in 2025, about 2.9 days2. Self-reported surveys show more (9.5 days)1 |
| Salary | Default $65,000 | Median weekly earnings of full-time employees, Q2 2026: $1,2587 |
| Cost per sick day | Salary × 1.43 ÷ 260 workdays | Benefits add 43% on top of wages (total compensation $46.89 per hour vs. wages $32.82, private industry, June 2026)8 |
| Effect for participants | Conservative −10%, realistic −15%, optimistic −20% of sick days | Below the meta-analysis estimate5. Discounted because a large randomized trial found no effect on absenteeism6 |
| Ramp-up | Half of the effect in year one | Topics are added month by month; own assumption |
| Self-selection | Participants have 20% fewer sick days than average | Healthier employees are more likely to take part; own assumption |
| Cost | $5 per participating employee per month; billed only for participants | Indicative myoncare price; quote on request |
Formula: Avoided days = participants × sick days × 0.8 × effect × ramp-up factor. Return per dollar = avoided days × cost per day ÷ Health Year cost. Break-even = cost per participant ÷ cost per day.
Deliberately not included: presenteeism, which accounts for most lost productive time1, turnover, temporary replacement costs and any effect on health plan claims. Randomized trials have not shown short-term savings on medical spending6, so the model leaves them out.
Ways to buy
Two ways to offer it. Both with per-participant pricing.
As an employer benefit
You contract with myoncare directly and offer the Health Year to your whole workforce. A contracted physician reviews findings that need attention. You receive the annual report.
EmployerOffers the benefit
myoncareApp, physician, report
One contractPer participant
Through your health plan
Your insurer or plan administrator includes the Health Year in the plan's wellness offering. Health plans can offer it to all their employer clients.
Health planCoverage & wellness
Health YearPrevention module
One offeringThrough the plan
The route you choose affects which rules apply, including HIPAA and the rules for wellness incentives. We review the setup with you and your counsel. Not legal or tax advice.
Legal framework
Wellness programs are regulated. We help you set it up right.
Several federal laws and a growing number of state laws apply to workplace wellness programs. These are the rules HR, benefits and legal teams usually ask about.
0
individual results shared with the employer
Participation is voluntary and requires consent. Employers receive de-identified reports for groups of 10 or more only.
myoncare program designMedical questions only in voluntary programs
Wellness programs that ask health questions must be voluntary. The EEOC removed its incentive limits in 2019 and withdrew a new proposal in 2021, so the permitted size of incentives is currently not defined.
EPIC; K&L Gates1112Family history is genetic information
Employers with 15 or more employees may collect family medical history only in voluntary programs and may not offer incentives in exchange for it.
EEOC13Depends on how the program is offered
Offered through a group health plan, the data is protected health information under HIPAA. Offered directly by the employer, HIPAA does not apply, but other federal and state laws may.
HHS9Limits on health-contingent rewards
Inside a group health plan, rewards for meeting a health standard may not exceed 30% of the cost of employee-only coverage, or 50% for tobacco programs. Participation-only programs have no such limit.
Withum10Cash rewards are taxable
Cash, gift cards and gym memberships given as wellness rewards are taxable wages for employees, even in small amounts.
SHRM on IRS CCA 20162203114This overview is not legal or tax advice. State laws on health data and paid sick leave vary. We review the setup with you and your counsel.
Four steps
From first call to a running Health Year.
Define your needs
We discuss your workforce, locations, how you want to offer the program and the role of the contracted physician.
Invite employees
By email, intranet, posters or QR code. We provide the communication materials.
The Health Year runs
Employees screen themselves. The contracted physician sees findings that need attention and invites people to follow-up care.
Receive your annual report
Aggregated metrics and recommendations for next year, ready for your benefits review.
FAQ
What HR and benefits teams want to know first.
Can we see the health data of individual employees?
No. Individual results are visible only to the employee and the contracted physician, and physician–patient confidentiality applies. Your company receives de-identified, aggregated reports only, and only for groups of 10 or more people.
Is participation voluntary?
Yes. Participation is voluntary and requires each employee's consent.
Who is the contracted physician?
A licensed physician under contract for your program. The physician reviews findings that need attention and invites employees to follow-up care. Details are agreed in the first call.
Does HIPAA apply?
It depends on how you offer the program. Offered through your group health plan, HIPAA applies. Offered directly as an employer benefit, HIPAA generally does not apply, but other federal and state laws may. Either way, the employer never sees individual results.
Can we offer incentives for taking part?
Yes, within limits. Incentives may not be tied to family medical history. Cash and gift-card rewards are taxable for employees. Inside a group health plan, rewards for meeting health standards are capped. We recommend reviewing incentives with your counsel.
Do we need an IT integration?
No. Employees sign up with a QR code or link and use the app or the browser. myoncare operates the platform.
Does it reach employees without a desk job?
Yes. The Health Year runs on personal smartphones and in the browser. Invitations can also go out on posters or flyers with a QR code.
What does the Health Year cost?
Pricing is per participating employee per month, so you pay only for people who take part. You can buy it directly or through your health plan. We prepare a quote in the first call.
Quality and data security.
The Health Year runs on the myoncare platform, developed by ONCARE GmbH and offered in the U.S. by myoncare, Inc.
FDA-listed
Hosted in the US
HIPAA safeguards
ISO 27001
MDR Class IIa (EU)
The standards and certifications listed refer to the quality management system (QMS) and information security management system (ISMS) of ONCARE GmbH, which is responsible for developing the myoncare health platform. More on quality & security
Start your Health Year.
In 30 minutes we show you the app, the report and the topic plan, and run the savings estimate with your own numbers.
Sources & notes
14 sources
- Vitality: Global Health and Productivity Index 2026, U.S. results (survey of 2,079 U.S. workers, February–March 2026; 9.5 absence days and 53.9 presenteeism days per worker per year, self-reported). vitalitygroup.com
- U.S. Bureau of Labor Statistics: Absences from work of employed full-time wage and salary workers, 2025 annual averages (11-month average). Lost worktime rate for own illness, injury or medical problems: 1.1%. Days per year: own calculation (1.1% × 260 workdays). bls.gov
- KFF: Employer Health Benefits Survey 2025, Summary of Findings. kff.org
- Gallup U.S. employee engagement 2025, as reported by PRSA, March 2026. prsa.org
- Baicker K, Cutler D, Song Z: Workplace wellness programs can generate savings. Health Affairs 2010. ncbi.nlm.nih.gov
- Song Z, Baicker K: Effect of a workplace wellness program on employee health and economic outcomes. JAMA 2019, as reported by KFF Health News. kffhealthnews.org
- U.S. Bureau of Labor Statistics: Usual weekly earnings of wage and salary workers, second quarter 2026. bls.gov
- U.S. Bureau of Labor Statistics: Compensation costs for private industry workers averaged $46.89 per hour worked in June 2026. Factor 1.43: own calculation ($46.89 ÷ $32.82). bls.gov
- U.S. Department of Health and Human Services: HIPAA Privacy and Security and Workplace Wellness Programs. hhs.gov
- Withum: Final regulations issued for HIPAA wellness programs under the Affordable Care Act. withum.com
- EPIC Insurance Brokers: EEOC removes wellness program incentive limits from regulations, 2019. epicbrokers.com
- K&L Gates: EEOC withdraws proposed rules on employer wellness incentives, February 2021. klgates.com
- U.S. Equal Employment Opportunity Commission: Genetic information discrimination; small business fact sheet on the GINA wellness rule. eeoc.gov · eeoc.gov
- SHRM: IRS reminds employers that wellness incentives are taxable (IRS Chief Counsel Advice 201622031). shrm.org