Enroll Now

For Owners

Offer this as a benefit to your team.

If you own a salon, studio, gym or independent practice, you can provide this membership as a powerful, affordable benefit.

Why owners love it

  1. Affordable alternative to traditional group insurance
  2. Helps with recruiting and retention
  3. Both individual and group billing options are available
  4. Simple enrollment process

How it works for your team

  1. You can contribute - or simply offer access
  2. No underwriting
  3. No participating minimums
  4. Dedicated support available to answer HR and team questions

Schedule a Call →

unnamed image

Tax Deductible for Small Employers

Is the Toni&Guy Healthcare Network Membership Tax-Deductible for Small Employers?

Yes. Employers with fewer than 50 employees can confidently deduct the cost of the Revolt Healthcare Membership when they pay for it as a business expense under IRS Code Section 162.


To ensure deductibility:

  1. The employer pays for the membership on behalf of employees (in full or in part)
  2. The benefit is classified as a taxable fringe benefit (see below)
  3. It is offered consistently to employees as a company-sponsored health-related benefit

Offering this benefit does not make you subject to ACA employer mandate rules (which only apply to employers with 50+ employees).

Tax Deductible for Employers with 50+ Employees

Is the Monthly Membership Tax-Deductible for Employers with 50+ Employees?

Yes, but additional compliance steps apply. Employers with 50 or more full-time employees (or equivalents) can still deduct the cost of the Toni&Guy Healthcare Network Membership under IRS Code Section 162 as part of their employee compensation package.


However, due to ACA employer mandate rules, large employers must ensure the Revolt Membership is:

  1. Offered alongside an ACA-compliant major medical plan, or
  2. Structured as a taxable fringe benefit with clear disclosure to employees

To ensure compliance and deductibility:

  1. The employer pays for the membership as a supplemental benefit
  2. The cost is included in employee wages unless integrated with a group health plan
  3. The benefit is consistently offered and clearly documented in your benefits program

Unlike small employers, those with 50+ employees must comply with ACA requirements regarding minimum essential coverage and affordability.

unnamed image
unnamed image

Alternate Option: Voluntary Employee-Paid Program

If an employer prefers to avoid any tax reporting or ERISA implications, they can offer the Toni&Guy Healthcare Network Membership as a voluntary after-tax benefit, where:


  1. Employees pay 100% of the cost with after-tax dollars
  2. Participation is completely optional
  3. The employer does not contribute, endorse, or promote the program

This option eliminates compliance risk, but the employer cannot deduct the cost as a business expense.

Request More Information

We’ll help you choose the right setup and onboard your team with ease.