Your team is burning out.
GolfRx fixes that.

GolfRx is a clinically-grounded mental wellness program that tackles stress, anxiety, and burnout through golf — the game many of your employees already play. Offer it as a discounted membership benefit for your whole team, or fully sponsor it with a custom monthly golf reimbursement for any enrolled employee who qualifies clinically. Either way, it’s HIPAA-compliant, HSA-compatible, and the benefit your people will actually use.

  • HSA / FSA Eligible
  • Licensed Therapist Oversight
  • HIPAA Compliant
  • Available in All 50 States
  • EAP Supplement or Standalone

$1T+

Lost annually to depression & anxiety in the US workforce

40%

Of workers cite burnout as their primary reason for leaving

$7

Return for every $1 invested in employee mental health

94%

GolfRx member retention at 8 weeks vs 60% industry average

Two Ways to Offer GolfRx

Simple membership for your team.
Full sponsorship with a custom reimbursement level.

GolfRx offers two clean employer arrangements. One is a straightforward discounted membership benefit extended to your whole team. The other is a fully sponsored program — with a custom monthly golf reimbursement you set — available to all eligible enrolled employees. Both are open to any employee who meets the clinical criteria.

Option A

Membership Benefit

Pay a discounted per-seat rate for the GolfRx base membership and extend it to your team as an employee benefit. Employees get the full 12-module program and can add the clinical track independently using their own HSA or FSA — keeping billing clean and compliance straightforward on your end.

What the employer pays

  • Discounted per-seat rate for the base GolfRx membership
  • Flat, predictable monthly billing per enrolled employee
  • No involvement in the clinical track or reimbursements — handled employee-side

What employees get

  • Full GolfRx program at no cost to them
  • Option to add the clinical track ($79) and golf reimbursement tiers using their own HSA
  • All HSA documentation handled by GolfRx
  • Includes Golf Reimbursement

Option B

Full Sponsorship

Fully fund GolfRx for enrolled employees. You choose a custom monthly golf reimbursement amount — GolfRx covers the clinical assessment, the membership, and pays that reimbursement directly to eligible employees. You pay one consolidated amount per person. Open to any employee who qualifies clinically. The clinical assessment is the gateway — employees with a qualifying condition are enrolled, others are not.

What the employer pays

  • One consolidated monthly amount  per sponsored employee — membership plus your chosen reimbursement level
  • Custom reimbursement amount set by you — cover as much of their golf as makes sense
  • Clinical assessment included — only employees with a qualifying condition are enrolled, making the benefit self-selecting by clinical need

What employees get

  • Full GolfRx program at zero cost to them
  • Clinical assessment, licensed therapist oversight, and Letter of Medical Necessity
  • Monthly golf reimbursement — green fees, range sessions, lessons, and more
  • Complete HSA and tax documentation for their own records

Worth noting

“Option B is available to any enrolled employee who qualifies clinically. The benefit is non-discriminatory by design — the clinical assessment determines eligibility, not job title. We’d encourage you to discuss the structure with your benefits advisor before implementation.”

The Business Case

Burnout isn’t a wellness problem. It’s a business problem.

Most employee wellness programs are well-intentioned and barely used. A meditation app subscription sits untouched. EAP utilisation rates hover around 5–6%. The budget is spent; the problem remains.

The employees most at risk of burnout — your high performers, your senior leaders, your most driven people — are often the least likely to engage with traditional wellness offerings. What they need isn’t another app. It’s something structured, clinically grounded, and genuinely worth their time.

GolfRx was built specifically for this demographic. It’s the mental health program that high-achieving people actually use — because it’s built around something they already value.

Presenteeism Cost Per Employee

$4,500

The annual cost of employees showing up while mentally unwell — reduced productivity, poor decisions, disengagement — far exceeds absenteeism costs.

Source: American Institute of Stress

Burnout Replacement Cost

50–200%

Replacing a burned-out employee costs 50–200% of their annual salary when recruiting, onboarding, and lost productivity are factored in.

Source: SHRM / Gallup

EAP Average Utilisation Rate

5–6%

Despite being the most common mental health benefit, EAPs are used by fewer than 1 in 20 eligible employees. GolfRx is built to be the benefit people actually use.

Source: International Employee Assistance Professionals Association

What GolfRx Delivers

A wellness benefit your employees will actually use.

GolfRx works because it’s built around something people want to do — not something they feel obligated to do. The clinical structure is rigorous; the experience feels like a reward.

Measurable Mental Health Outcomes

PHQ-9 and GAD-7 scores tracked across the program. Employees see measurable improvement in their own data — anxiety down 42% on average at 8 weeks. You see anonymised aggregate reporting for your group.

High Engagement, High Retention

94% of GolfRx members are still engaged at 8 weeks — compared to 60% for traditional outpatient therapy and far lower for most wellness apps. Because employees genuinely look forward to it.

HSA-Compatible — Often Zero Cost

GolfRx qualifies as a medical expense for employees with HSA or FSA accounts. For most employees the program costs nothing out of pocket — reducing adoption barriers and, in many cases, eliminating the need for employer subsidy.

Works Alongside Existing Benefits

GolfRx is designed to complement your current EAP, health insurance, and mental health offerings — not compete with them. It fills the gap your existing stack isn’t reaching.

Clinical Oversight. Full Compliance.

Licensed therapists assess and oversee every clinical-track participant. HIPAA-compliant across every touchpoint. All data handling meets healthcare privacy standards.

A Benefit Employees Talk About

GolfRx is a benefit people tell their colleagues about. It signals that you take mental health seriously — not with a poster in the break room, but with something substantive and genuinely enjoyable.

Pricing

Two arrangements. Both priced to talk about.

We keep employer pricing as a conversation rather than a fixed menu — the right structure depends on how many employees you’re covering, which option you choose, and what reimbursement level makes sense for your team. The figures below give you a starting framework.

Option A — Membership Benefit

$X

/ employee / mo

Discounted rate vs. individual pricing · Per enrolled employee

Employer pays

  • Discounted GolfRx base membership per enrolled employee
  • Flat monthly billing — no variable costs
  • Aggregate engagement and outcome reporting
  • Launch materials and employee communications
  • Dedicated account contact

Employee pays (optional, via HSA)

  • $79 clinical assessment if they want the clinical track
  • Their chosen reimbursement tier if they want golf expenses covered
  • Includes Golf Reimbursement

Option B — Full Sponsorship

Custom

Membership + clinical assessment + your chosen golf reimbursement

Employer pays (one consolidated monthly amount)

  • GolfRx base membership per sponsored employee
  • $79 clinical assessment (one-time, per employee)
  • Your chosen monthly golf reimbursement — set the amount that makes sense for your team
  • All clinical documentation and HSA records handled by GolfRx
  • Dedicated account manager and quarterly review

Employee pays

  • Nothing — fully covered by the employer

How Option B pricing works in practice

You tell us how many employees you want to enroll and what monthly golf reimbursement amount makes sense — say, $300/month per person. We consolidate that into a single monthly invoice: membership fee plus $300 reimbursement multiplied by the number of enrolled employees. GolfRx handles the clinical assessments, therapist oversight, and pays the reimbursements directly to qualifying employees each month.

Option B is available to any employee who qualifies through the clinical assessment — eligibility is determined by clinical need, not job title or compensation level. Employees who are drawn to the program are disproportionately those experiencing the stress and burnout it’s designed to treat. We recommend discussing the arrangement with your benefits advisor before implementation to confirm it fits your plan design. Get in touch and we’ll walk through the numbers together.

Implementation

Simple to deploy. Minimal burden on HR.

GolfRx handles clinical onboarding, therapist matching, documentation, and ongoing employee support. Your role is to make it available and communicate it. We handle the rest.

We agree on the right structure

A brief call to understand your team size, existing benefits, and goals. We’ll recommend whether an EAP supplement or standalone approach makes more sense for your organisation.

We provide everything you need to launch

Employee communication templates, a manager briefing, an internal FAQ, and launch materials — we make it easy to introduce GolfRx compellingly to your team.

Employees enrol and manage their own accounts

Each employee signs up directly through GolfRx. Clinical onboarding and therapist matching are handled independently — no HR involvement required. Under Option A, employees on HDHP plans can claim costs through their HSA directly.

You receive aggregate reporting

Monthly group-level engagement and outcome data — anonymised and HIPAA-compliant — so you can demonstrate the benefit’s value to leadership.

We handle all ongoing employee support

Employee questions, clinical concerns, and HSA documentation issues are directed to GolfRx — not your HR team. We’re the point of contact for everything.

What your employees receive

Full 12-Module Program

CBT-based modules, tools library, and on-course exercises available from day one.

Optional Clinical Assessment (Option A)

A 60-minute consultation with a licensed therapist. Establishes a formal diagnosis and unlocks the golf reimbursement tiers — HSA-claimable for employees on qualifying health plans.

Clinical Documentation

Letter of Medical Necessity, receipts, and clinical records — generated for all clinical track participants. HSA-ready for employees on HDHP plans (Option A) or available for personal records (Option B).

Personal Progress Dashboard

Mood, stress, sleep, and focus tracking across every round — visible improvement over time.

Play Anywhere, Any Time

Full course, range, simulator, or putting green — no scheduling, no commuting, no minimum commitment.

Which Option Is Right for You

The right arrangement depends on your health plan setup.

The two employer options work differently depending on the health benefits you already offer. Here’s how to think about which fits your organisation — and what your employees get in each scenario.

You offer an HDHP / your employees have HSA access → Option A is the most powerful

Negotiate a preferred group rate, employees pay GolfRx directly, and those with HSAs can claim the full cost back — membership, clinical assessment, and their reimbursement tier — using pre-tax dollars. Your cost is zero; their net cost can be zero too.

You offer a PPO, HMO, or non-HDHP plan → Option B is the right fit

Employees on non-HDHP plans can’t hold an HSA, so the self-funded route doesn’t work for them. Option B — where you pay everything as a consolidated employer cost — ensures every enrolled employee gets the full benefit regardless of their health plan type.

Mixed health plan population → both options can run in parallel

Offer Option A access to employees on HDHPs who can use their HSA, and Option B sponsorship for those who can’t. We’ll help you structure the arrangement on our intro call.

GolfRx delivers the most financial value to employees who have HSA access — the clinical track becomes genuinely free for them through pre-tax reimbursement. For employees without HSA access, Option B ensures they’re covered without any out-of-pocket cost. We recommend discussing the arrangement with your benefits advisor before implementation.

Illustrative ROI — 50-person team

Cost side

Option A group access (employer cost)

$0

Option B full sponsorship (est.)

Contact us

HR time to implement

< 2 hours

Ongoing HR involvement

Minimal

Return side (conservative estimates)

Avg. cost of one burnout departure

$45,000+

Value of retaining one at-risk employee

$45,000+

Presenteeism recovery per employee

$4,500/yr

WHO-reported mental health ROI

$7 per $1

Break-even point

1 retained employee

Figures are illustrative. Actual ROI varies by team size, uptake, and arrangement. We’ll model your specific scenario on our intro call.

How We Compare

GolfRx vs. a traditional EAP.

Whether you’re replacing or supplementing, here’s how GolfRx stacks up against the standard offering.

Feature Traditional EAP GolfRx
Engagement
Average employee utilisation 5–6% Significantly higher
8-week member retention ~60% 94%
Employees actively look forward to it ✗ ✓ — by design
Clinical Quality
Licensed therapist oversight ✓ ✓
Measurable clinical outcomes tracked ✗ ✓ PHQ-9 / GAD-7
HIPAA compliant ✓ ✓
Employer aggregate reporting Limited ✓ Monthly
Cost & Benefits
HSA / FSA eligible (employees on HDHP plans) ✗ ✓ Option A — employees self-fund via HSA
Employer-funded option available ✗ ✓ Option B — employer pays everything
Works for non-HDHP / no HSA employees Via EAP sessions ✓ Option B covers all health plan types
Monthly golf reimbursement for employees ✗ ✓ Option B
Implementation
HR overhead to manage Moderate Minimal
Can run alongside existing EAP — ✓ — additive by design
Available in all 50 states ✓ ✓

Who GolfRx Is Right For

Not every employer. The right ones.

GolfRx works best in organisations where high performers are most at risk and where leadership is willing to offer something genuinely different.

Professional Services Firms

Law, consulting, accounting, and finance — where high performers operate under relentless pressure and burnout is endemic rather than exceptional.

  • Law
  • Consulting
  • Finance
  • Accounting

Technology Companies

Scale-ups and established tech firms where always-on culture creates the conditions for anxiety and burnout across engineering, product, and leadership teams.

  • SaaS
  • Scale-ups
  • Engineering

Healthcare Organisations

Clinician burnout is a patient safety issue as well as an HR problem. GolfRx complements existing clinical support structures without replacing them.

  • Hospitals
  • Medical practices
  • Clinicians

Executive & Leadership Teams

Senior leaders who are unlikely to engage with traditional mental health offerings but respond well to structured, performance-oriented approaches with measurable outcomes.

  • C-suite
  • Senior leadership
  • High performers

Golf-Adjacent Industries

Real estate, private equity, and wealth management — where golf culture is already embedded and GolfRx is a natural cultural fit and an easy internal sell.

  • Real estate
  • Private equity
  • Wealth management

Strong HSA Programs

Organisations that already contribute to employee HSAs — GolfRx integrates directly, turning existing contributions into a premium mental health benefit at minimal extra cost.

  • HSA contributors
  • Self-insured

Questions

Employer FAQ

The questions we hear most often from HR leaders and senior decision-makers.

It depends on your existing benefits, team profile, and goals. Many employers add GolfRx alongside their EAP specifically to reach employees their current stack isn’t engaging — typically high performers who wouldn’t voluntarily use traditional mental health support. Others use it as their primary mental wellness offering, particularly in smaller organisations or those without a formal EAP. We’ll help you figure out which makes sense on our first call.

Group pricing is per enrolled employee per month — see the indicative rates above (replace placeholders with final figures before publishing). For many employers the effective cost is significantly lower than the headline rate because employees with HSAs can reimburse themselves for GolfRx using pre-tax dollars, reducing or eliminating the need for employer subsidy. Volume discounts apply from 50+ enrolled employees. We’ll model the numbers for your specific team on our intro call.

You receive aggregate, anonymised reporting — group-level engagement rates, programme utilisation, and headline outcome metrics (e.g. average anxiety score reduction for your enrolled group). Individual employee data is never shared with employers. All data handling is HIPAA-compliant.

No. Many GolfRx members start with no golf background at all. The programme uses golf as a therapeutic vehicle — not a test of proficiency. Beginners often find the programme particularly effective because they’re building mental skills and learning the game simultaneously. Driving ranges, simulators, and putting greens all count.

Minimal. After an initial setup call we provide everything you need to launch. Employees enrol and manage their own accounts independently. All employee support is directed to GolfRx, not your HR team. Ongoing HR involvement is close to zero.

We can help with that directly. After an introductory call we’ll provide a one-page business case you can take to leadership — covering the ROI model for your specific team size, the HSA cost reduction, the clinical credibility, and the implementation simplicity. Most approvals happen quickly because the financial case is strong and the HR overhead is minimal.

Get in Touch

Let’s talk about your team.

Every employer arrangement is different. Tell us a little about your organisation and we’ll come back with a clear recommendation — the right structure, how your employees access it, what it costs, and how to present it internally.

Or email us at [email protected] — subject: Employer Partnership

Employer enquiry

Tell us about your organisation.

Takes two minutes. We’ll follow up within one business day with a tailored recommendation.

We don’t share your information. This starts a conversation, not a commitment.