Employers · 5+ W-2 employees
DCBG Health & Wellness — explained
A plain-English guide to the Diversified Capital Benefits Group (DCBG) Health & Wellness program for employers with more than five full-time W-2 employees — what it is, who qualifies, and how it works with major medical (not instead of it).
Independent agency education page. DCBG is a third-party program; details confirm at proposal time.
What is DCBG?
DCBG stands for Diversified Capital Benefits Group. Their Health & Wellness program is built as a Section 105–style plan focused on prevention, virtual care, mental health, and low-cost medications — delivered through partners such as Amaze care navigation.
For many small and mid-size employers, traditional group medical alone is expensive and still leaves employees with high copays, ER use, and mental-health friction. DCBG positions itself as a layer of day-to-day care that reduces friction while the major medical plan remains the catastrophic backbone.
In one sentence
A wellness + virtual-care enhancement for teams of 5+, designed to run alongside major medical — not as a replacement for it.
- Section 105 health & wellness structure (as described by DCBG)
- Requires major medical already in place for eligible employees
- Emphasizes prevention, telehealth, Rx access, and mental health
Who qualifies?
Official DCBG qualification criteria for the Health & Wellness program:
5 or more W-2 full-time employees
The DCBG Health & Wellness program is built for teams with at least five full-time W-2 employees — not sole proprietors alone.
Employees already have major medical
Eligible employees need major medical coverage somewhere — through the employer, a spouse’s plan, a parent’s plan, or another qualifying source. DCBG enhances; it does not replace major medical.
Not a stand-alone ACA major medical plan
This is not marketplace individual coverage and not a substitute for group major medical. Think of it as a wellness + care-access layer next to existing insurance.
Why employers look at it
Designed for zero net cost
When structured correctly, tax efficiencies and plan design are intended so program cost is offset for the employer — not another open-ended medical spend line.
Recruiting & retention
Richer day-to-day benefits (virtual care, mental health, low-cost meds) help smaller employers compete for talent without rebuilding their entire medical plan.
Keeps your current medical plan
DCBG is positioned to integrate alongside existing major medical — no forced carrier swap just to add wellness access.
Light lift for HR
Vendor teams typically handle enrollment support, education, and ongoing member guidance so your staff is not reinventing benefits administration.
What employees typically get
- Unlimited telehealth-style virtual care with $0 copays (as designed in the program)
- Mental health support — therapy access, digital tools, and stress resources
- Formulary prescriptions at $0–$1 copays for many covered meds
- Preventive focus, biometric / vitals tools, and care navigation
- Optional boosters: hospital indemnity, accident, dental/vision/hearing, critical illness, short-term disability, gap coverage
- Potential take-home pay improvement via tax-efficient plan design (individual results vary)
Feature lists and “value” figures are based on DCBG’s public program materials and can change. Your proposal governs.
Program building blocks
DCBG markets a stacked wellness package (illustrative retail “value” per employee below) plus optional booster products.
DCBG cites combined illustrative value of roughly $3,700+ per employee vs. program cost — verify in your formal quote.
How evaluation works
- 01
Share basic census info
A short employer census (about five minutes) lets us model eligibility and rough savings — headcount, who has major medical, and current benefits.
- 02
Personalized proposal
You receive a plain-English proposal: how the Section 105 structure works for your team, what employees gain, and the cost/savings picture.
- 03
Enrollment & education
Enrollment support and employee communication are handled so participation is clear — what DCBG is, and what it is not.
- 04
Go-live & ongoing support
Once live, employees use virtual care, mental health, and Rx access while your major medical plan stays in place.
FAQs
Is DCBG a full group major medical plan?+
No. DCBG Health & Wellness is a Section 105–style health and wellness enhancement. Employees must already have major medical coverage. It is designed to sit beside that coverage — not replace it.
Who can offer this?+
Businesses with 5 or more W-2 full-time employees, where eligible employees have major medical (employer-sponsored, spouse, parent, or other qualifying coverage). We confirm fit on a census before recommending next steps.
Will this force us to change carriers?+
The program is marketed as integrating with your current major medical arrangement. Exact pairing depends on your existing plan and state rules — that is part of what we review in the proposal step.
What does “zero net cost” mean?+
DCBG presents the program as structured so tax and design efficiencies offset program cost for the employer. Actual results depend on payroll, plan design, participation, and tax situation. KR Insurance Agency will not promise a specific dollar savings until we run your numbers.
Is this IRS-compliant?+
DCBG describes its approach as using IRS-approved Section 105 strategies with compliance oversight. As with any tax-advantaged benefit, your CPA or tax counsel should review the structure for your entity type and facts. We coordinate product education; we are not a CPA firm.
How is KR Insurance Agency involved?+
We help employers understand whether DCBG fits, gather census details, walk through the proposal, and coordinate enrollment questions alongside your broader group or individual health strategy.
Want to know if DCBG fits your team?
KR Insurance Agency can walk through eligibility, run a census-based savings look, and place it next to your other group or individual options — without the jargon.
Disclaimer: This page is educational and is not a quote, tax advice, or a guarantee of savings. Program features, eligibility, pricing, and tax treatment are determined by DCBG, applicable law, and your final proposal documents. KR Insurance Agency is an independent agency and does not offer every product in every market. For official DCBG program materials see dcbgbenefits.com.