Corporate Wellness Program Break-Even: $101K Monthly Revenue

Fixed costs $57.1K/mo Year 1 base

Contribution margin 81% After variable fees

Break-even revenue $70.5K/mo Monthly target

Break-even timing Month 7 Model ramp point

Break-even calculator

Test monthly revenue, variable expenses, and fixed costs to see when a corporate wellness program reaches break-even.

Lean Base Full

Monthly revenue Revenue sets the pool that can cover direct costs and overhead. $ Low revenue High revenue Variable expenses Direct provider fees and success commissions rise as revenue grows. $ Low direct cost High direct cost

Money available to cover fixed costs $195,000 $240,700 revenue - $45,700 variable expenses

Margin ratio

81%

Covers fixed costs

Yes

Fixed monthly costs This is the monthly cost base contribution margin has to cover. $ Low fixed High fixed

Break-even chart Revenue Total costs

Which wellness program expenses are fixed, variable, or step up as sales grow?

Cost classification

Break-even depends on clean cost behavior. If provider fees, commissions, and added staffing are lumped into fixed overhead, Month 7 break-even can look safer than it really is.

Expense	Cost	Break-Even Treatment	Common Mistake
Office Rent	Fixed	Use $5,000 per month in fixed overhead from Month 1 through Month 60.	Scaling rent with enrolled employees.
Utilities & Internet	Fixed	Use $800 per month as stable overhead within the planning range.	Treating basic office service as usage-driven.
Core Platform Software Licenses	Fixed	Include $1,200 per month before calculating contribution margin.	Moving software into variable delivery expense.
Provider Network Fees	Variable	Subtract 15% of revenue in the first year, falling to 11% by the fifth year.	Modeling provider fees as flat monthly overhead.
Client Onboarding & Success Commissions	Variable	Deduct 4% of revenue in the first year, declining to 2% by the fifth year.	Blending commissions into fixed salaries.
CEO Salary	Fixed	Use the $180,000 annual salary as fixed monthly payroll in break-even math.	Treating all payroll as variable.
Customer Success Lead Staffing	Semi-fixed	Add salary in staffing steps as FTE rises from 1.0 in the first year to 4.5 in the fifth year.	Assuming support payroll moves penny-for-penny with revenue.
Sales Development Representative Staffing	Semi-fixed	Add capacity in steps starting Month 13, reaching 4.0 FTE by the fifth year.	Ignoring hiring jumps when sales volume grows.

How do lean, base, and full wellness mixes change break-even for this corporate wellness program?

Scenario table

The mix matters because the price ladder lifts revenue per employee-month while fixed costs stay at $82.1k a month. At a 19% variable load, the base case sits at break-even, lean stays under it, and full build-out adds cushion.

Planning cases only; actual results will move with employee mix, pricing, and fixed-cost load.

Scenario	Monthly Revenue	Variable Costs	Fixed Costs	CM Ratio	Operating Profit	Break-Even Signal
Lean core wellness package	$80.5k	$15.3k	$82.1k	81%	-$16.9k	Below break-even, so this mix needs more volume.
Base Year 1 wellness mix	$101.4k	$19.3k	$82.1k	81%	$0.0k	At break-even, so small gains turn profit positive.
Full Year 5 wellness mix	$212.5k	$40.4k	$82.1k	81%	$90.0k	Well above break-even, so it has a wide cushion.

What breaks the break-even plan if revenue slips or costs run ahead?

Stress test

Year 1 has a thin cushion, so a small revenue miss hits break-even first. The bigger risk is Year 2 fixed cost growth, and a 1-point rise in variable expense quickly turns the cushion into a gap.

Stress Case	Changed Assumption	Break-Even Revenue	Revenue Gap	Risk Signal
Current plan	No change.	$1.217M	$37.5k gap	Cushion is thin, so timing matters.
Revenue shortfall	Revenue lands 5% below the base plan.	$1.217M	$96.5k gap	Lost employer accounts push the model past break-even fast.
Fixed-cost increase	Year 2 fixed costs hit before revenue scales.	$1.772M	$593.1k gap	Hiring and marketing spend outrun the top line.
Margin pressure	Provider network fees rise 1 point.	$1.232M	$52.7k gap	Small fee creep cuts contribution fast.
Combined pressure	Revenue is 5% below plan, fixed costs rise to Year 2 level, and fees rise 1 point.	$1.795M	$674.2k gap	The plan goes back to cash burn.

Will enough employers commit before you add lease, staff, and full delivery capacity?

Founder checklist

Don’t lock in lease or full payroll until employer commitments are signed and the Year 1 mix pencils out. The model needs $21.40 in blended monthly revenue per employee, 81% contribution margin, and enough cash to survive the Month 8 low point.

1Signed Deals$846K/yr

Verify you can close enough employer commitments to cover about $846K of annual revenue before you add lease or full payroll, because that is the rough break-even line from the Year 1 cost stack.

2Revenue Mix$21.40/employee-mo

Check that the Year 1 mix really produces this blended monthly revenue per employee from 80% Basic, 20% Pro, 30% Mental Health Support, and 10% Financial Wellness.

3Fixed Load$685.6K/yr

Keep the known annual overhead and Year 1 payroll in view: $135.6K of listed overhead plus $550K of salary load, which is the cash burn you must carry before growth helps.

4Margin Stack81% CM

Confirm provider network fees at 15% and onboarding commissions at 4% stay near 19% total variable cost, leaving about 81% contribution margin before fixed costs.

5Capacity RampMonth 13

Line up provider coverage before selling onsite programs, and keep CAC near $30 per employee while the Wellness Content & Program Manager and Sales Development Representative ramp in Month 13.

6Cash Cushion$539K

Hold at least the $539K minimum cash need, since the low point lands in Month 8 and Year 1 EBITDA is still negative.