Three transparent tiers. Peer-reviewed ROI. A rewards engine that fulfills into your existing HSA, HRA, FSA, or premium-discount structure. And — uniquely in this market — covered spouses included free in every tier.
Most wellbeing platforms hide their best capabilities behind add-on modules, custom quotes, or annual upsell conversations. BlueKey publishes the pricing, includes the spouse, and lets the rewards engine fulfill where you actually want it to.
Every BlueKey tier covers the employee and their spouse at the same per-employee rate. Most competitors charge separately or treat spouse coverage as a custom-quote line item. We don't.
BlueKey's outcomes are documented in two peer-reviewed studies in the Journal of Occupational and Environmental Medicine. Not vendor-published statistics. Independent science you can hand to a CFO.
Points fulfill into your existing HSA, HRA, FSA, premium discount, gift cards, cash, or PTO. No proprietary rewards mall. No forced complexity. A tax-advantaged dollar is worth more than a mall-merchandise equivalent.
The Participatory → Progressive → Outcomes ladder mirrors the natural maturity curve of an employer wellness program. Start where your organization is. Expand into outcomes-based rewards when biometric design and incentive planning are ready.
Biometric screening for Advance and Outcomes is billed per use at network rate. Annual contracts. Volume pricing available above 5,000 employees.
No procurement cycle to discover the price. No "spouse coverage is custom" footnote. Here's exactly what the budget line looks like.
Vitality is the recognized category leader, and we benchmark against it deliberately. Against the rest of the market — Virgin Pulse / Personify, Wellable, Limeade-derivatives, Wellhub — BlueKey's structural advantages are even more pronounced.
| Capability | BlueKey Health | Vitality Group |
|---|---|---|
| Pricing model | Transparent tiered PEPM — published | Custom enterprise quote |
| Spouse coverage | Included free in every tier | Charged separately in most configurations |
| Rewards fulfillment | HSA, HRA, FSA, premium discount, cards, PTO | Primarily through proprietary Rewards Mall |
| Compliance design | ACA / HIPAA / EEOC reasonable alternative built in | HIPAA, HITRUST, SOC, NCQA |
| Evidence base | Two peer-reviewed studies in JOEM (5:1 ROI) | Vendor-published outcome data |
| Geographic footprint | US, Canada, Africa (WellNation) | Global ecosystem across 24+ countries |
| Best buyer fit | Mid-market (200–5,000) and lower enterprise | Enterprise (5,000+) and carrier-distributed |
The corporate wellbeing market is saturated with vendor-published engagement statistics. BlueKey's outcomes are documented by independent researchers in peer-reviewed journals — the same evidentiary standard your CFO and benefits consultants already trust.
Published pricing. Clear tier mapping. Commission paid on year one and recurring. No custom-quote turnaround to slow your client's renewal cycle.
Become a partnerIt means exactly what it says. The PEPM you see is the PEPM your population is billed at. Spouses enrolled in your medical plan can access the platform — HRA, eCoaching, challenges, rewards — at no additional per-employee cost. Most wellness vendors either exclude spouses, charge separately for them, or quote them as a custom-quote line item. BlueKey doesn't.
For most mid-market employers transitioning from a Virgin Pulse / Personify, Wellable, or legacy wellness platform, BlueKey's Advance tier comes in at 25–40% less on a per-covered-life basis once you account for included spouse coverage. Enterprise platforms like Vitality typically price 2–4× higher on a like-for-like covered-lives basis.
Because most of our buyers already address those through their PBM, medical plan, or specialty vendor — and bundling them in raises the price for every employer regardless of whether they need them. BlueKey maintains a curated specialty-partner ecosystem. The platform integrates with two to four best-in-class vendors for employers who want those capabilities, without expanding our scope or operating cost.
Yes — HIPAA, GINA, and HITECH compliant in the US, PIPEDA in Canada. Customer data has been validated across three regulatory regions, including African jurisdictions where the platform operates as WellNation Africa. HITRUST CSF certification is on the 2026 roadmap.
Yes. Champion Rewards™ fulfills points into your existing benefits stack — HSA, HRA, FSA, premium discount, gift cards, cash, or PTO. A tax-advantaged dollar delivered into an HSA is worth more to the employee than equivalent mall merchandise. This is one of the most-asked-for capabilities we ship as standard rather than as an integration project.
We've helped employers transition off all three. Our implementation team will scope the cutover during your discovery call, including member-data migration, communication templates for the change, and a runway plan if your current contract has a notice window.
A walk-through of the member app, the employer dashboard, and the rewards engine. A demo of how Champion Rewards™ fulfills into your existing benefits stack. A sized quote for your population — no procurement cycle, no custom-proposal turnaround.
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