Common questions that employers have about Mira
Mira covers the types of care that we use most often via its subscription including urgent care, labs, virtual care.
Employers with less than 50 or more full-time employees, and/or full-time equivalents (those who work for 30 hours or more a week) are not required to offer health insurance according to the Affordable Care Act. 1099 contractors are not counted as employees.
If you hire contractors or part-time employees, it is beneficial for you to offer Mira as an alternative health benefits option to hire faster and reduce churn.
Yes. Since Mira is not an insurance product, you are allowed to offer Mira to contractors and part-timers and be compliant with labor laws. We specifically create Mira as a non-insurance product for this purpose.
If you have less than 50 employees (excluding contractors), yes. Because Mira is not an insurance product, you have the flexibility to provide Mira to both W2 employees and 1099 contractors. In fact, we work with gig-economy market places to provide Mira as a baseline healthcare option.
Mira offers access to essential healthcare such as urgent care, virtual primary care, virtual behavioral health , lab tests, prescriptions, and more. We also have a signature navigation service that helps you find low-cost specialist services that we don't cover such as mammogram, dermatology, and orthopedics.
The monthly membership is not tax-deductible. However, it is considered a business expenses and could be written off (consult with your accountants). The copays can be paid using your HSA, FSA, QHERSA, ICHRA.