Why should employers offer health data privacy protection as an employee benefit?

Employers should offer health data privacy protection to: (1) Stand out in competitive hiring - it's a unique, modern benefit that demonstrates forward-thinking leadership, (2) Show genuine care for employees - protecting their most sensitive information goes beyond standard benefits, (3) Respond to data breaches - 93% of healthcare organizations experienced breaches in the past 3 years. Employees need protection beyond credit monitoring, (4) Increase benefit utilization - unlike gym memberships (average 18% usage), privacy protection is set-once and automated, ensuring high engagement, (5) Improve retention - employees value employers who protect their families' health privacy, (6) Affordable differentiation - costs less than pet insurance while providing meaningful value.

How much does HealthConsent cost for employers?

HealthConsent offers flexible employer pricing based on company size and needs. For most employers, the cost is significantly less than traditional benefits like pet insurance, gym memberships, or wellness programs. Volume discounts are available for larger organizations. We offer: (1) Per-employee-per-month (PEPM) pricing for predictable budgeting, (2) Employer-paid or voluntary benefits models, (3) Family coverage options (employees + dependents), (4) Custom enterprise agreements for large organizations. Unlike gym memberships with 18% utilization, HealthConsent's automated, set-once model ensures employees actually use the benefit. Contact us for a custom quote based on your organization's size.

What does HealthConsent do for employees?

HealthConsent provides comprehensive health data privacy protection that automates complex opt-out processes across all 50 states: (1) Opts out of Health Information Exchanges (HIEs) - stops automatic medical record sharing between providers in 40+ state/regional networks, (2) Opts out of Surescripts - prevents prescription data from being sold to data brokers like IQVIA, (3) Submits HIPAA restriction requests - limits how providers can share patient information, (4) Monitors compliance - tracks opt-out confirmations and follows up automatically, (5) Re-opts out when needed - handles address changes and new providers automatically, (6) Escalates violations - reports non-compliance to state regulators and HHS OCR, (7) Covers entire families - protects employees and their dependents. This would take individuals 20-40 hours to do manually; HealthConsent automates everything.

How do employees enroll in HealthConsent through their employer?

Employee enrollment is simple and takes less than 10 minutes: (1) Employer adds HealthConsent to benefits platform - integrates with existing systems like Gusto, Rippling, or ADP, (2) Employees receive enrollment invitation - email with unique link during open enrollment or onboarding, (3) Employee creates account - enters basic information (name, address, family members to cover), (4) Lists healthcare providers - names providers, pharmacies, and insurers they've used, (5) Authorizes HealthConsent - grants permission to submit opt-out requests on their behalf, (6) Automated protection begins - HealthConsent immediately starts submitting opt-out forms across all 50 states. No paperwork, notarization, or mailing required. Employees can track progress through a dashboard showing which opt-outs are pending, confirmed, or need follow-up.

Can employers offer HealthConsent after a healthcare data breach?

Yes, and this is one of the most impactful times to offer HealthConsent. After a healthcare data breach, employers typically offer credit monitoring (1-2 years) to affected employees. However, credit monitoring only protects financial accounts - it does nothing to stop ongoing health data sharing through HIEs, prescription networks, and data brokers. Offering HealthConsent alongside or after credit monitoring shows employees you're taking comprehensive action to protect their health data, not just their credit. Many employers add HealthConsent as a: (1) Post-breach response benefit - demonstrating genuine care beyond standard protocols, (2) Proactive measure - protecting employees before the next breach, (3) Voluntary benefit - employees can opt-in if they want extra protection. This is especially valuable if your health plan, TPA, or benefits vendor experienced a breach (like Change Healthcare, Anthem, or UnitedHealth).

For benefits leaders

Give your people real say in their health-data privacy.

Real control over how their health data is shared, sold, and used. Across providers, insurers, prescription networks, and the entire ecosystem behind them. For employees and their families.

See what employees get

Control, on paper and in practice

What employees gain

Preference center

Replaces signed consent forms

Family proxy

Spouse + dependent access management

Audit log

See who looked at their records

State rights

Filed automatically, all 50 states

Replaces consent forms, blanket authorizations, and opaque data flows with a single dashboard for the employee and their family.

Why now

A category-creating benefit, at the right moment.

Three shifts converging. Each one alone is reason to act. Together, they make this the rare benefit that builds reputation faster than it builds line-items.

Expectations

Employees see their data as theirs

The shift from 'the company has my records' to 'these are mine and I get to say what happens to them' is already underway. Younger workforce, parents, and healthcare-conscious cohorts all feel it. Most employers haven't given them a tool to act on it yet.

Opportunity

No benefit category exists for this yet

Identity theft protection covers wallets. Mental-health benefits cover counseling. There's no third leg of the stool for the privacy of an employee's own health records. First movers get to define what 'real' looks like in their sector.

Engagement

Designed to deliver value automatically

HealthConsent works in the background once an employee enrolls. The platform handles privacy requests, monitors data flows, and files restrictions on their behalf, every day. Value compounds whether or not they log in this week. The utilization story HR can report without footnotes.

What they get

Privacy controls your people can actually exercise.

Not a privacy-policy update. Not a benefits-portal checkbox. Real, ongoing control across every place their data is flowing, for them and for the family on their plan.

Self-serve

Preference center, for the consents that matter

One place employees manage what's shared with whom: marketing opt-outs, data-sharing consents, HIPAA restriction requests, family proxy access, audit log of who's seen their records. Replaces the stack of forms they signed and forgot about.

7M+

Healthcare entities reached

Providers, insurers, HIEs, prescription networks, data brokers, ad-tech disclosures. Every place their health data is currently flowing, stopped or controlled automatically, across all 50 states' privacy laws.

Family

Employees + spouses + dependents

One account covers the whole household. Especially material for parents (pediatric data is heavily commercialized before kids can consent), for spouses on shared plans, and for employees caring for aging parents who need proxy management.

Why benefits leaders are leaning in

The benefit your people will talk about.

Three reasons HR teams are championing this internally. None of them require a CFO conversation.

Word of mouth

Referrals, Glassdoor, and Slack channels

Most benefits are invisible until someone needs them. This one is visible from day one. The dashboard shows actions taken, requests filed, audits run. Employees show family. Employees post about it. The kind of benefit that pulls weight in recruiting and exit interviews.

Values brand

Autonomy, dignity, stewardship of employee data

Privacy is becoming a stake-in-the-ground value for younger workforce, parents, and high-trust industries. Offering this signals you're not just managing employee data, you're a steward of it. The kind of position your CEO can repeat in a town hall.

Visible value

The dashboard "wait, what?" moment

Most employees haven't fully reckoned with how exposed their health data is. Until the dashboard shows the first wave of opt-outs and stop-sharing requests being filed on their behalf. That moment is when 'a privacy benefit' becomes 'how is this not a thing everywhere?'

“Control for your people. Coverage for their families.”

That’s the benefit story you’ll be able to tell, on stage and in the all-hands.

Deployment timelines

Three ways into your benefits stack.

Pick the rollout that matches your renewal cycle, budget treatment, and what you want your employees to see.

Most common

2–4 weeks

Open enrollment integration

Bundled into your annual or mid-year open enrollment. Employees opt in alongside other elections. Eligibility file integration with your HRIS.

HRIS connector (Workday, Gusto, Rippling, ADP, BambooHR, others)
Co-branded materials
Eligibility file ingestion
Family enrollment included

Out-of-cycle

1–2 weeks

Voluntary benefit

Available to employees outside of open enrollment as an opt-in benefit they pay for, or you subsidize.

Standalone enrollment URL
Payroll deduction option
Family coverage option
FSA/HSA eligible in some plans

Crisis response

48 hours

Post-breach rapid deploy

For employers responding to a vendor breach (Change Healthcare, Anthem, others) where credit monitoring alone isn't enough.

Bulk affected-employee enrollment
Crisis communications support
24/7 onboarding desk
Pairs with credit monitoring already deployed

For benefits consultants

Built to plug into your broker’s renewal cycle.

Whether you bring HealthConsent® to your benefits consultant or they bring it to you, we slot into your existing rhythm. Standard BAA, eligibility file integration, SSO with your HRIS, and white-label optional.

Compatible with the brokers and consultants employers already work with

Logos shown for identification of channel compatibility. Standard BAA, eligibility file integration, and SSO with your HRIS.

Talk to our benefits team

Make this the year your benefits stack stands for something.

Our team will walk you through what a deployment looks like at your size: voluntary or employer-paid, open-enrollment or out-of-cycle, with or without your broker.