livy.health

What It Is

Livy is an employee benefits and tax-savings solution for U.S. employers. Its core logic is to use frameworks such as IRS Section 125, 105(b), and 213(d) to redirect optimizable portions of payroll tax into employee health benefits. It does not replace a company’s existing health insurance; instead, it works as an add-on plan, offering benefits such as telehealth, prescription drugs, mental health support, dental and vision, and FSA cards.

Core Features and Compliance

The site highlights a bundle of 19 benefits, including unlimited 24/7 telehealth visits, 1,000+ free common prescription medications, access to 70,000+ pharmacies, mental health screening and counseling, EAP, health coaching, blood testing, and AI biometric scans. On the employer side, Livy handles Section 125 plan documents, annual compliance testing, employee communications, ongoing support, and payroll integration, with the goal of minimizing additional day-to-day administrative work for HR teams.

Pricing and Implementation

Pricing is straightforward: $40 per employee per month, or $480 per year. The site claims an average FICA tax saving of $1,101 per employee per year, resulting in approximately $621 in net savings after fees. The implementation process includes a 15-minute call, plan setup, employee enrollment, and payroll integration, with most companies said to be able to go live within 2 weeks. Livy also offers a free savings review and an online calculator, but there does not appear to be a free plan or a standard trial period.

Pros and Cons

The main advantage is a clear value proposition: using tax savings to cover the cost of benefits while improving the employee benefits experience. Because it does not change the employer’s existing health insurance, switching costs are relatively low. The downside is that the public information reads more like a benefits service page than a complete SaaS product description. It does not disclose backend permissions, reporting, APIs, data security certifications, a detailed list of HRIS/payroll integrations, customer case studies, or SLA terms. The amount saved also depends heavily on the company’s employee profile and how compliance is implemented, so calculations need to be done case by case.

Who It’s For and Access from China

Livy is mainly suited to U.S. companies with W-2 employees that want to improve benefits while controlling costs, especially HR, finance, and benefits administration teams. For Chinese companies or non-U.S. entities, its applicability is limited because it depends on U.S. tax law, ACA requirements, and the W-2 payroll system. The available text does not make it possible to assess access from China, and payment methods are not disclosed. For similar employee benefits or HR management needs, alternatives to compare include Rippling, Gusto, Justworks, ADP, TriNet, and Zenefits.