myoncare for Employers

The Health Year.
‍Prevention that reaches everyone.

18 digital screenings over 12 months, for mental and physical health. Employees screen themselves, a contracted physician sees findings that need attention, and your company receives an annual report with de-identified metrics.

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Calculate your ROI
  • Start with a QR code, no IT project
  • De-identified reports for HR
  • FDA-listed · ISO 27001 · Hosted in the US
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.

Employees at work
For your whole workforce. In the office, on the plant floor, on shift or on the road: the Health Year runs on employees' own smartphones or in the browser.
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)1
1.1 %

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
31 %

of U.S. employees were engaged at work in 2025.

Gallup, 20254
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

  1. Start: risk profile covering Personal data, Lifestyle, Pre-existing conditions, Family history, Quality of life.
  2. 1 / 12: Heart & metabolic health. How are my heart, blood pressure and metabolism doing?
  3. 2 / 12: Burnout & depression. Am I just exhausted, or is there more to it?
  4. 3 / 12: Colorectal cancer & gut health. Which screenings are right for me, and which warning signs should I know?
  5. 4 / 12: Dental health. How healthy are my teeth and gums?
  6. 5 / 12: Respiratory health & allergies. Is it just hay fever, or should I get it checked?
  7. 6 / 12: Skin cancer & skin health. Which moles should I keep an eye on?
  8. 7 / 12: Diabetes. What is my risk of type 2 diabetes?
  9. 8 / 12: Back pain & musculoskeletal health. Why does my back hurt, and what helps during the workday?
  10. 9 / 12: Breast & prostate cancer. Which early detection makes sense for me now?
  11. 10 / 12: Infections & STIs. How do I protect myself, and when is a test a good idea?
  12. 11 / 12: Lung cancer. How high is my risk, and what screening is available?
  13. 12 / 12: Long COVID & ME/CFS. How do I recognize lasting fatigue after an infection?

Every stage follows the same principle.

No elevated risk

Stay healthy

  • Recommendations for preventive measures
  • Prevention tips and plain-language information
Moderate risk

Take a closer look

  • Recommendation for further tests
  • Information on possible consequences
  • Recommendation to see a doctor if needed
High risk

See a doctor

  • Clear recommendation to see a physician
  • Information on the condition and treatment options
The myoncare app on a smartphone and the platform in a browser
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. 1

    Employees

    screen themselves and see their own results.

  2. 2

    Contracted physician

    sees findings that need attention and invites people to follow-up care. Only clinically relevant cases are escalated.

  3. 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

  • Chicago79%
  • Dallas71%
  • Atlanta64%
  • Plant Ohio55%

Risk distribution, topic: stress

  • No elevated risk 58%
  • Moderate 31%
  • High 11%

Topic focus

  • Stress↑ rising
  • Back↑ rising
  • Sleep→ stable

Participation rate over the year

0%25%50%75%68%JanMarMayJulSepNovDec

Recommendations for 2027

  • Stress prevention workshop for managers
  • Ergonomics check of workstations

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.

Employees at work
For employees

A 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
Employer team reviewing a report
For employers

Workplace 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.

What you already offer

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
Year-round prevention

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 20105
No 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 20196
85%

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)1

Why 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.

Your company

500
$65,000
3.0
30%
Scenario
Annual savings potential · from year 2
$19,300

in avoided absence costs at full effect, for 150 participants. About $9,700 in year one.

Return per dollar · year 1
$1.07
with ramp-up
Return per dollar · from year 2
$2.15
full effect
  • Participants150
  • Health Year cost per year$9,000
  • Avoided sick days · year 127
  • Avoided absence costs · year 1$9,700
  • Net savings after cost · from year 2+$10,300
  • Break-even per participant0.17 days

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.

Request a detailed estimate

Illustrative model, not a guarantee, and not tax or legal advice.

Assumptions, formula and sources
InputAssumptionBasis
Sick daysDefault 3 workdays per employee per yearBLS: 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
SalaryDefault $65,000Median weekly earnings of full-time employees, Q2 2026: $1,2587
Cost per sick daySalary × 1.43 ÷ 260 workdaysBenefits add 43% on top of wages (total compensation $46.89 per hour vs. wages $32.82, private industry, June 2026)8
Effect for participantsConservative −10%, realistic −15%, optimistic −20% of sick daysBelow the meta-analysis estimate5. Discounted because a large randomized trial found no effect on absenteeism6
Ramp-upHalf of the effect in year oneTopics are added month by month; own assumption
Self-selectionParticipants have 20% fewer sick days than averageHealthier employees are more likely to take part; own assumption
Cost$5 per participating employee per month; billed only for participantsIndicative 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.

Option A

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
  • All employees eligible
  • No IT integration
Option B

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
  • For employers and health plans
  • HIPAA rules apply

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.

Four steps

From first call to a running Health Year.

  1. 1

    Define your needs

    We discuss your workforce, locations, how you want to offer the program and the role of the contracted physician.

  2. 2

    Invite employees

    By email, intranet, posters or QR code. We provide the communication materials.

  3. 3

    The Health Year runs

    Employees screen themselves. The contracted physician sees findings that need attention and invites people to follow-up care.

  4. 4

    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.

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.

Yes. Participation is voluntary and requires each employee's consent.

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.

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.

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.

No. Employees sign up with a QR code or link and use the app or the browser. myoncare operates the platform.


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.


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.

Book a call
Go to the calculator

Sources & notes

14 sources

Research as of October 2026. Figures from studies and statistics may change with new releases. Own calculations are labeled as such.

  1. 1Vitality: 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
  2. 2U.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
  3. 3KFF: Employer Health Benefits Survey 2025, Summary of Findings. kff.org
  4. 4Gallup U.S. employee engagement 2025, as reported by PRSA, March 2026. prsa.org
  5. 5Baicker K, Cutler D, Song Z: Workplace wellness programs can generate savings. Health Affairs 2010. ncbi.nlm.nih.gov
  6. 6Song 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
  7. 7U.S. Bureau of Labor Statistics: Usual weekly earnings of wage and salary workers, second quarter 2026. bls.gov
  8. 8U.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
  9. 9U.S. Department of Health and Human Services: HIPAA Privacy and Security and Workplace Wellness Programs. hhs.gov
  10. 10Withum: Final regulations issued for HIPAA wellness programs under the Affordable Care Act. withum.com
  11. 11EPIC Insurance Brokers: EEOC removes wellness program incentive limits from regulations, 2019. epicbrokers.com
  12. 12K&L Gates: EEOC withdraws proposed rules on employer wellness incentives, February 2021. klgates.com
  13. 13U.S. Equal Employment Opportunity Commission: Genetic information discrimination; small business fact sheet on the GINA wellness rule. eeoc.gov · eeoc.gov
  14. 14SHRM: IRS reminds employers that wellness incentives are taxable (IRS Chief Counsel Advice 201622031). shrm.org