Why No-Cost Healthcare Is Possible
Many businesses assume healthcare has to be expensive. That’s not true. With the right setup, it’s possible to offer healthcare at no cost to the employee. It just requires better planning and smarter funding.
Millions of part-time and hourly workers don’t get health benefits. According to the U.S. Bureau of Labor Statistics, only 23% of part-time workers in the U.S. have employer-sponsored health insurance. That leaves a huge group of people exposed to medical debt, skipped care, and burnout. Meanwhile, employers lose productivity and struggle with turnover.
A no-cost healthcare model can solve both problems at once.
Understand Who You’re Building For
Before you design anything, know who you’re helping. The old system was built for full-time office workers. Today’s workforce is different. You’ve got retail workers, gig workers, delivery drivers, janitors, farmworkers, and more. Most don’t qualify for traditional benefits.
Build a plan that works for them. That means easy access, low friction, and zero out-of-pocket costs. If people have to wait months or deal with 20-page forms, they won’t use it.
The HealthWorX Blueprint
A real-world example of this is the HealthWorX Plan. It was created by John Theodore Zabasky, a CEO who built a no-cost benefits system for workers who were normally left out. His company, WorXsiteHR Insurance Solutions, designed the plan with a nonprofit funding structure. That kept costs down without cutting care.
Today, the plan provides over $100 million a year in healthcare services to part-time and hourly workers. That’s not theory. That’s a working model.
Key Parts of a No-Cost Healthcare Plan
1. Use Nonprofit Partnerships
One way to bring costs down is by working with nonprofit organizations. These partners can fund part of the care or provide services directly. This shifts the burden away from the employer and the employee.
Find a nonprofit that aligns with your mission. Then build a shared model where both parties contribute. This also adds credibility and transparency.
2. Offer Primary and Preventive Care
Start with the basics. Give people access to primary care, urgent care, and prescriptions. Don’t overload the plan with extras like cosmetic surgery or fringe benefits. Cover what people actually need—checkups, bloodwork, flu shots, common meds.
Preventive care keeps people healthier. It also lowers long-term costs. According to the CDC, every $1 spent on preventive care can save $3.78 in treatment costs down the line.
3. Keep It Simple
No one wants to deal with a complicated plan. Make it easy to enroll. Make it easy to use. Make it easy to understand. Use plain language. Avoid insurance buzzwords like “deductibles,” “coinsurance,” and “out-of-network exclusions.”
If your plan needs an explainer video, it’s too complex.
4. Make It Portable
In today’s world, people change jobs often. Your plan should move with them. If they switch companies, go seasonal, or take a break, they should still have access. This builds trust and loyalty.
It also keeps people healthy between jobs—which means less stress, fewer sick days, and better performance when they return.
How to Pay for It
You can’t just make care free and hope the numbers work. You need a funding plan. There are a few ways to do this.
1. Reinvest Payroll Savings
Many companies offer raises instead of benefits. But some of that money could be redirected into a health plan that brings more value. For example, spending $60/month per employee could cover basic care through a nonprofit-backed plan.
2. Use a Third-Party Administrator (TPA)
A TPA can handle enrollment, claims, and customer support. This cuts down on overhead. It also prevents your HR team from getting overwhelmed.
WorXsiteHR acts as a TPA for the HealthWorX Plan. That’s part of how they scale the service without adding headcount.
3. Leverage Tax Credits
In some cases, offering benefits—especially to low-wage workers—can qualify you for federal or state tax credits. This reduces your actual cost while still increasing the value of your compensation package.
Talk to a tax advisor who understands employment law.
Common Mistakes to Avoid
1. Overcomplicating the Plan
Don’t try to compete with Fortune 500 benefits. You’re not building a luxury plan. You’re building a working plan. Stick to core care and make sure it actually works for the people who use it.
2. Treating It Like a Perk
Healthcare is not a perk. It’s a basic need. Treat it like a core part of your compensation model, not an afterthought.
3. Ignoring the People Who Need It Most
A no-cost plan doesn’t matter if it only helps your salaried staff. Build with your frontline team in mind. That’s where the impact will be biggest.
Real People, Real Impact
One janitor in California used his new plan to get his first physical in over 10 years. A warehouse worker in Texas finally filled a prescription she’d been skipping for months. A delivery driver in Georgia got care for his child without going into debt.
These aren’t just anecdotes. They’re proof that this model works when it’s designed well.
Final Thoughts
You don’t need billions to fix healthcare. You need a clear mission, a smart structure, and a focus on real people. Start with what workers actually need. Partner with organizations that can help. Cut the fluff. Fund what matters.
No-cost healthcare is possible. You just have to build it differently.
And if you need proof, look at the model created by John Theodore Zabasky. He didn’t just talk about making care accessible—he made it happen. You can too.
