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No wearable, no biometric screening, no health risk assessment, and no employee health data flowing back to you. Four free, self paced mini courses your team can start this week, plus a full nine module curriculum available as a one time purchase with permanent access.
Free to anyone, permanently. No employer contract, no seats to buy, no minimum. Employees enroll directly and take them privately.
Worth noting how the topics are framed. The diabetes and cardiovascular courses are prevention education, not condition management. They are written for anyone who wants to understand how these diseases develop and which risk factors respond to daily habits, which means nobody has to be diagnosed, at risk, or willing to identify themselves as either in order to have a reason to enroll. You are not asking your workforce to raise their hands.
Protein intake, resistance training, and preserving lean mass during rapid weight loss, with a beginner strength plan that needs no gym. Useful to anyone using or considering semaglutide or tirzepatide, and takes no position for or against the medications. Relevant to any benefits team currently working through GLP-1 coverage decisions.
View the GLP-1 courseHow insulin resistance develops over years before blood sugar looks abnormal, what HbA1c actually measures, and which risk factors are genuinely modifiable. Prevention focused and useful whether or not anyone has ever been screened.
View the diabetes courseHow atherosclerosis develops quietly over decades, what a lipid panel and blood pressure reading mean, and which risk factors respond to daily habits. Pairs naturally with an existing biometric screening or health fair, since you already collect the numbers and this teaches people to read them.
View the heart health courseA practical framework for evaluating supplement ads, transformation photos, influencer claims, and credentials. The one course nobody has to self identify as at risk to take, and the best candidate for a lunch and learn.
View the marketing courseEach mini course also unlocks a 20% discount on Health and Wellness Foundations, our full curriculum. The mini courses go deep on single topics. Foundations is the broad, comprehensive program covering nutrition, training, weight management, chronic disease prevention, sleep, stress, and research literacy. It is also the course licensed to organizations.
Free content is not useful to an HR team that does not have three hours to build a communications plan around it. So we wrote it for you.
Everything is editable, and unbranded if you would rather it come from you. Fifteen minutes from download to sent. Or skip the kit entirely and copy the four course links off this page into whatever channel your team actually reads.
Free mini courses, a 25 seat pilot, or full seat licenses for Health and Wellness Foundations.
Use the pre written email in the kit, or just send the course links yourself. Employees enroll through any web browser, with an optional mobile learning app if they prefer it.
Access does not expire and is not tied to their employment. Nothing to deprovision, nothing to reclaim.
No eligibility file. No SSO integration. No IT deployment. No seats to manage when someone leaves.
Most wellness vendors need something from your workforce before the program can start: a biometric screening, a health risk assessment, a synced wearable, a claims feed. We need an email address.
Employees enroll on their own and their progress belongs to them. The practical consequence is a shorter path through legal review, no incentive design questions to work through, and no new breach surface added to your vendor inventory.
Most wellness vendors will tell you their program lowers medical spending and reduces absenteeism. We are not going to, because the best available evidence does not support it.
Song and Baicker's study of roughly 33,000 employees across 160 worksites, published in JAMA in 2019, found improvements in self reported health behaviors but no significant differences in clinical measures, healthcare spending, or absenteeism at 18 months. The follow up at 30 months held.
The Illinois Workplace Wellness Study, published in the Quarterly Journal of Economics the same year, found no significant effects on 37 of 40 outcomes in its first year and documented strong selection effects, meaning the healthiest employees are the ones who sign up.
If your broker has not told you this, they should have.
Here is our position. Those trials mostly tested screenings, incentives, and coaching. They did not test whether structured health education produces durable understanding, which is a narrower claim and the one we are actually making. There is reasonable evidence that health literacy matters for managing existing conditions and avoiding complications, and that is the mechanism we are betting on.
We also think the price changes the calculation. At a one time cost per seat, you do not need to believe a projected ROI to justify this. You need to believe your employees would benefit from understanding their own health better. We would rather be honest about the evidence and be affordable than be neither.
We sell a course that teaches people to recognize when a small truth gets stretched into a promise the evidence cannot support. It would be strange to do that to you.
For pilots and licensed deployments, we provide a short pre course and post course knowledge assessment as a form your team distributes alongside the course link. Responses come to us, we compile them, and you receive an aggregate summary: number of respondents, average score before and after, and results from a brief usefulness survey. Aggregate only, with no individual results reported back to you.
This is deliberately low tech. We do not track your employees, we do not know who enrolled unless they tell us, and we would rather hand you a modest number we can actually stand behind than a dashboard built on data we should not have.
Knowledge gain is a knowledge outcome. We will not restate it as a health outcome, and we would be suspicious of any vendor who does.
Seat licenses are a one time purchase and access is permanent. There is no per employee per month fee, no renewal, no term, and no allocation deadline. Unused codes never expire.
Run the comparison yourself. Take whatever you currently pay per employee per month, multiply by twelve, then multiply by the number of years you expect to keep the program.
| Seats | Price per seat | Discount | Total |
|---|---|---|---|
| 1 to 9 | $250.00 | 0% | $250.00 to $2,250.00 |
| 10 to 24 | $225.00 | 10% | $2,250.00 to $5,400.00 |
| 25 to 49 | $212.50 | 15% | $5,312.50 to $10,412.50 |
| 50 to 99 | $200.00 | 20% | $10,000.00 to $19,800.00 |
| 100 to 249 | $187.50 | 25% | $18,750.00 to $46,687.50 |
| 250 to 499 | $175.00 | 30% | $43,750.00 to $87,325.00 |
| 500 to 999 | $162.50 | 35% | $81,250.00 to $162,337.50 |
Prices do not include sales tax for taxable entities. You will receive a custom quote based on your location and organization classification.
If a larger order would cost less than the one you asked for, we apply the lower total and you keep the additional seats.
For example, 96 seats lists at $19,200.00, but 100 seats costs $18,750.00. You pay $18,750.00 and receive 100 seats. We apply this automatically at quote time, so you do not have to ask.
Your tier is determined by the total number of seats purchased over the life of the relationship rather than the size of any single order. Add seats for new hires at your earned rate or better.
If you buy 100 seats today and 20 more next year, those 20 seats price at your earned rate rather than at the small order rate. If a later order pushes your lifetime total into a higher tier, that order prices at the new lower rate.
Rates are not applied retroactively to seats already purchased. Tiers are tracked by legal entity.
Enterprise pricing runs from $125.00 per seat at 1,000 seats down to $50.00 per seat at 25,000 and above. This tier is also the right fit for public health organizations, pharmaceutical companies, and any organization distributing access codes to the public as part of a public health initiative.
On turnover. Because access is permanent and attached to the individual, seats travel with your employees. Most clients add a small number of seats each year as part of onboarding rather than renewing anything.
Distribute the four mini courses using the deployment kit. Costs nothing. Employees who want more get 20% off Foundations, at no cost to you.
Request the kitRuns 60 to 90 days. We provide the pre and post course assessment, your team distributes it with the access codes, and you receive a written summary plus a call to walk through it with your leadership. The full pilot amount credits toward a larger order placed within 90 days.
Ask about a pilotSeat licenses at volume pricing, permanent access, and an aggregate summary for each deployment. No renewal and no term.
See seat pricingPilot fees credit toward expansion and are not refundable. Seats purchased during the pilot remain yours permanently whether or not you expand.
Chris Bigelow has taught health and exercise science at the college level for more than 10 years, including at Bryan University, and holds a Master's degree in Kinesiology. Health and Wellness Foundations is built on peer reviewed research and written for adults with no science background, using the same instructional approach that works in a classroom of students who did not arrive as experts.
Foundations contains no supplement sales, no coaching upsell, and no affiliate links. The free mini courses include one offer: a 20% discount on Foundations for anyone who wants to go further.
Health and Wellness Foundations covers nutrition, sustainable weight management, strength and cardio programming, chronic disease prevention, sleep, stress, behavior change, and research literacy. The full module by module breakdown, including preview lessons and the course introduction video, lives on the course page.
Roughly 20 hours end to end, which sounds like a lot until you look at how it is used. Lessons run five to ten minutes, there are no deadlines, no live sessions, and nothing that needs to happen on company time.
Access is permanent, so most people work through it when a health event makes it relevant to them, which may be two years after you bought the seat. That is the point.
AI is woven through the course as an interactive layer rather than as a feature. The AI activities are where employees stop reading and start applying: testing a claim, working through a scenario, adapting a principle to their own situation, and critically evaluating what comes back.
Someone who skips them still receives the full instructional content and can complete the course, but they lose the interactive practice and the critical thinking work the activities are designed to produce.
Nothing in the course asks anyone to submit personal health information to an AI tool, and the course explicitly teaches the opposite.
The final module teaches employees to evaluate source quality, read a study abstract, recognize misinformation, understand where AI health tools produce confident errors, and know what health information should never be pasted into a chat window.
If your organization is writing an AI acceptable use policy, this is the practical companion training that usually does not come with it.
An email address at enrollment, plus their own course progress. We do not collect biometric data, health risk assessments, wearable data, or claims data, and we do not receive protected health information from you. Employees enroll themselves.
No. We do not receive protected health information from your organization, so a BAA is not applicable. Your legal team should confirm against your own requirements.
Through Thinkific, in any web browser, on a phone, tablet, or computer. There is also an optional mobile learning app for employees who prefer it, but nothing needs to be installed and there is nothing for IT to deploy.
No. There is no SCORM package or LMS export. Employees redeem an access code and take the course on Thinkific directly.
All course videos include captions and all audio lessons include written transcripts. Course lessons have been checked for basic screen reader navigation. We have not completed a formal WCAG conformance audit. If your organization has specific accessibility requirements, tell us what they are and we will give you a straight answer about what we currently meet.
They keep the course. Access is permanent and belongs to the individual, not the seat. There is nothing to reclaim or deprovision.
No. This is personal health education for adults. It is not a professional credential and does not qualify anyone to advise others. Employees who finish the course do receive a certificate of completion, which many people find useful as a record of the work they put in, and which some organizations choose to recognize internally.
No, and it is not designed to. An Employee Assistance Program handles counseling and crisis support. A CDC recognized Diabetes Prevention Program is a structured year long intervention for people with prediabetes. This is general health education that helps employees understand their own health well enough to use those programs, which is often the gap.
Health and Wellness Foundations, the licensed course, contains no product sales, supplement recommendations, coaching upsells, or affiliate links. The free mini courses include one promotional element, a 20% discount toward Foundations, which is how the free courses are funded. Worth knowing before you distribute them.
We invoice directly and can reference a purchase order number if your organization requires one. A completed W-9 is available on request. Standard terms are net 30.
Platform and login issues go to Thinkific support directly, so your HR team does not become the help desk. Questions about course content or licensing come to us.
No. Pricing starts at a single seat.
No. All content is educational and does not replace guidance from an employee's own healthcare provider.
Send us a note and we will reply with the deployment kit, or tell us what your organization actually needs and we will tell you honestly whether we are a fit.
Jones, D., Molitor, D., & Reif, J. (2019). What do workplace wellness programs do? Evidence from the Illinois Workplace Wellness Study. The Quarterly Journal of Economics, 134(4), 1747 to 1791. https://doi.org/10.1093/qje/qjz023
Song, Z., & Baicker, K. (2019). Effect of a workplace wellness program on employee health and economic outcomes: A randomized clinical trial. JAMA, 321(15), 1491 to 1501. https://doi.org/10.1001/jama.2019.3307
Song, Z., & Baicker, K. (2021). Health and economic outcomes up to three years after a workplace wellness program: A randomized controlled trial. Health Affairs, 40(6), 951 to 960. https://doi.org/10.1377/hlthaff.2020.01808
Xiang, L., Shen, W., Wu, X., Wang, S., Bai, Y., & Tang, X. (2020). Health literacy and its effect on chronic disease prevention: Evidence from China's data. BMC Public Health, 20(1), 690. https://doi.org/10.1186/s12889-020-08804-4
Educational content only. Not medical advice, diagnosis, or treatment.
