Integrates with all major payroll providers
+ moreWhat you get
Modern benefits your team will actually use.
Built-in Wellness Coverage
Gym, supplements, massage, recovery, and sleep tech become HSA/FSA-eligible — pre-authorized, with the Letter of Medical Necessity applied at swipe.
No more lost FSA dollars
AI-powered discovery of eligible spend employees already make — $3,000 found per person on average.
Full HSA & FSA administration
Card, contributions, compliance, and tax docs in one modern platform.
Save & invest
Smooth savings, investment, and transfers.
Exclusive member perks
Partner discounts on top wellness brands.
White-glove support
Dedicated account manager and full member support — HR stops fielding the questions.
Tap to pay, tax-free.
Tap to pay on wellness
Mastercard and Apple Pay — works anywhere.
Eligible spend, found for you
Hammock scans connected cards and accounts for eligible purchases. No receipts.
One balance, every account
Doctor visits, prescriptions, therapy, and wellness in one dashboard.
Our members spend their HSA/FSAs on brands like
Cover GLP-1s without writing a blank check.
Employees want GLP-1 coverage; uncapped pharmacy spend is untenable. Hammock’s answer is defined contribution, not open-ended coverage.
A capped, tax-free allowance
You set the allowance, delivered through a Specialty HRA. Employees fill through manufacturer-direct cash-pay programs, where prices now sit at or below what plans net after rebates.
Works alongside your plans
Designed to preserve HSA eligibility alongside HDHPs, and pairs with PPO plans using HRA-pays-first ordering.
Structured, not a stipend
Cash stipends create group-health-plan compliance exposure. A properly structured HRA doesn’t.
Hammock handles the plan documents, adjudication, and compliance — no PBM, no prescribing.
Built to replace the incumbents
They were built for paperwork. Hammock was built to be used.
| Feature | Legacy administrators HealthEquity · Optum · Lively | Hammock |
|---|---|---|
| Full HSA/FSA administration | ||
| Native payroll integrations | ||
| Automatic eligible-expense discovery | ||
| Wellness coverage unlocked | ||
| Modern, mobile-first member experience | ||
| GLP-1 cost control(Specialty HRA) |
Switching is the easy part.
Elsewhere, switching means weeks of vendor meetings. With Hammock it’s three steps — and we do the heavy lifting.
Connect payroll
Direct integrations mean pre-tax contributions flow automatically. No files, no new HR process.
Employees activate
Two minutes to link accounts. Hammock surfaces eligible spending they were already paying for out of pocket.
You see the impact
Adoption and engagement across your population — real, used value at renewal.
No migration required
The standalone Wellness Coverage tier works with employees’ existing HSA/FSA accounts — an entry point with zero account movement.
Don’t wait for open enrollment
HSAs can move any time of year. If you run an FSA, we’ll time the switch to your plan-year renewal — either way, the conversation can start now.
The math
Real savings, from day one.
Hammock gets employees to commit more — 38% more per participant at our customers — by making the account actually worth using. Every extra pre-tax dollar saves the employee 30–50% in taxes, and saves you 7.65% in FICA.
$3,000
eligible spend found per employee, on average
30–50%
less spent on wellness with pre-tax dollars
0
added admin lift for HR
A typical employee
$275/month on wellness — gym, supplements, a monthly massage — paid pre-tax instead of after-tax.
~$1,056 saved per year
about $88 back every month
A typical employer
A 38% lift in pre-tax contributions means 7.65% FICA saved on every incremental dollar.
$100+ per participant per year
savings on the contribution increase alone
Illustrative, not tax advice. Assumes a 30–50% combined employee tax rate, average pre-tax contribution levels, and a 38% contribution lift consistent with observed customer results. The employer figure reflects FICA savings on the contribution increase only.
Case study
A $1B tech company saved $234 per employee.
Real data from a completed open enrollment.
+38%
committed per participant, from $4,039 to $5,561
64%
of elections at the IRS max, up from ~20%
$234
employer FICA saved per employee per year
HSAs and FSAs are the most confusing benefit an employee owns. Faced with tax rules, IRS limits, and use-it-or-lose-it deadlines, most people guess low or skip the accounts entirely.
A $1B tech company ran its open enrollment on Hammock: six days, all digital, every election built with the employer match, per-pay-period cost, and IRS limit on screen. Employees committed 38% more per participant than they’d contributed the year before, most elections went straight to the maximum, and the employer’s payroll-tax bill went down.
The program also became visible for the first time: the previous administrator had reported the employer match as $0 all year. On Hammock, people finally used what the company was already paying for.
Per participant, before and after
| Metric | Before | On Hammock |
|---|---|---|
| Committed per participant | $4,039 | $5,561 |
| Elections at the IRS max | ~20% | 64% |
Case-study figures are amounts committed at enrollment.
“Enrollment was super simple and an excellent experience.”
K., employee
Compliance & substantiation
Built on established IRS rules. Not a workaround.
01
Grounded in IRC §213(d)
An expense is eligible when a licensed provider documents a genuine medical purpose. The Letter of Medical Necessity is the record of that determination.
02
Evaluated per participant
Individual clinical evaluation, never blanket category approvals.
03
Documented and audit-ready
Records retained and accessible to participants at any time.
04
Substantiated at point of sale
IIAS and auto-substantiation where available; LMN or receipt on file otherwise.
05
Managed end-to-end
Eligibility, documentation, and substantiation handled without added burden on your team.
White-glove support
Your team has a team.
Onboarding & activation
Group setup with native payroll integration — pre-tax deductions flow seamlessly from day one, no files to manage.
Employee education & enrollment
Live sessions and HSA-vs-FSA explainers at launch, then ongoing education through the year — enrollment reminders, contribution check-ins, and new-hire onboarding.
Ongoing support
A dedicated point of contact, one message away.
When an HDHP employee at our $1B customer missed the enrollment window, one message from our team had him enrolled at the family maximum the next day.
For brokers & advisors
Bring your clients a benefit they’ll remember you for.
A benefit no competitor can match
The only HSA/FSA that unlocks tax-free wellness. Your clients have never been offered anything like it.
Engagement that keeps clients close
Employees use it monthly, so clients see value at every renewal — not once a year at tax time.
An upgrade, not a side dish
Replaces the legacy HSA/FSA outright with something categorically better.
Your renewal ammo
- The case study’s enrollment results — real committed dollars, not projections
- The GLP-1 answer every client is asking about
- FICA math that offsets the cost
- Zero-friction entry via the no-migration Wellness Coverage tier, for groups not moving custody
Partner with Hammock
Three ways in.
Wellness Coverage
Unlock wellness spending on employees’ existing HSA/FSA accounts. No migration.
- Wellness Unlock
- AI Expense Tracking
- Perks
- Auto-Claim Export to their current provider
HSA/FSA Administration
The full modern administrator, end to end.
- Modern account with Mastercard debit card
- AI Expense Tracking
- Yield + Investing
- Payroll integration with automated contributions and compliance
Wellness + HSA/FSA
Everything in both, working as one.
- Everything in Wellness Coverage and Administration
- Auto-claim submission
- Complete health & wellness spending dashboard
- Pre-authorized wellness purchases — LMN applied at swipe
All plans include white-glove support, employee onboarding, and benefits education.
Frequently asked questions
Is Hammock a full HSA & FSA, or an add-on?
A full administrator — card, contributions, compliance, and tax docs — plus the wellness layer legacy administrators don’t have.
How hard is it to switch from our current administrator?
Three steps, and we do the heavy lifting: connect payroll, employees activate, you see the impact. Launch in as little as one week.
Do we have to move our HSA accounts to Hammock?
No. The standalone Wellness Coverage tier works with employees’ existing HSA/FSA accounts — zero account movement.
Does Hammock work with our payroll provider?
Almost certainly. Hammock integrates directly with all major payroll providers, so pre-tax contributions flow automatically.
How much work is this for our HR team?
Very little. Onboarding is turnkey, employees self-activate in about two minutes, and our team fields member questions — not yours.
Is this compliant?
Yes — built on established IRS rules, not a workaround. Eligibility is grounded in IRC §213(d), determined per participant, and every determination is documented and audit-ready.
Why not just give employees a GLP-1 cash stipend?
Cash stipends for GLP-1s create group-health-plan compliance exposure. A properly structured HRA delivers a defined, tax-free contribution without it.
What does it cost employers?
Simple per-employee-per-month pricing, scoped to headcount and the modules you choose. Talk to our team for a quote.
Can brokers offer Hammock to their clients?
Yes — brokers and agencies can bring Hammock to their whole book. See For brokers & advisors.
Your employees will feel the difference
I had no idea my Equinox membership could be reimbursed. Hammock handled everything in two days. I’m saving over $3,200 a year.
Sarah K.
Photographer
Hammock found eligible wellness expenses I had been paying for out of pocket. The automatic tracking made my HSA feel useful for the first time.
Maya R.
Product Designer
I used to lose receipts and skip reimbursements. Now Hammock scans my spending, keeps the records organized, and lets my HSA balance keep growing.
Jordan M.
Founder
Switch to an HSA & FSA worth talking about.
Whether you run benefits for ten people or ten thousand, switching is simple — we handle the migration, integrate payroll, and get your team using the benefit.
Broker or agency? Partner with us