Quality
Appropriate provider review and independent clinical decision-making.
International healthcare navigation
Healthcare solutions for employers and providers.
Give employees and eligible family members access to coordinated healthcare options in Costa Rica, Mexico and Colombia—while helping your benefits team evaluate selected planned procedures, employee experience and potential plan savings.
For Employers / Benefits LeadersCommunity Health Benefitcommunity leaders / people who serveBuild a savings analysis
Designed for self-funded employers • HR & Total Rewards • Benefits consultants • TPAs
An open door for our communities
Community First — for Those Who Serve
For churches, unions, teachers, healthcare workers, nurses, firefighters, police officers and veterans—and the families who stand beside them.
Support for the people who hold communities together.
Your organization already carries enormous responsibility. Access to our community membership program should not add to that load. Qualifying members and their immediate families can join at no membership cost, with no obligation and no pressure.
Your church or organization opens the door. We verify membership, help your people explore the program, and recognize the community that referred them.
Free membership means free program access. Medical treatment, dental care, travel and other separately quoted services are not included in the free membership.
Walk the halls, meet the team and ask your questions. We move at the pace of trust. We want you to leave convinced, with time to decide.
Free membership · Enrollment & verification
Complete this request for yourself or your household. Our team will confirm eligibility before enrollment. Verification is simple and respectful.
Healthcare cost reduction for employers
International healthcare benefits designed for self-funded and self-insured employers.
Green Healthcare helps HR executives, CFOs, benefits brokers and TPAs evaluate selected planned care through coordinated international Centers of Excellence. The model can support employee healthcare savings, more predictable case costs and an alternative healthcare benefit without requiring an employer to replace its existing plan.
Self-funded employersHR & Total RewardsCFOs & finance leadersBenefits brokersTPAsSelf-insured plans
Nearshore Healthcare™
Not medical tourism. Healthcare strategy.
The first question is not where care is cheapest. It is whether international care is clinically appropriate, which provider fits the case, what the expected total cost and risks are, and how the pathway complements the employer's existing benefits strategy.
The five-pillar model
Quality first. Value measured. Risk addressed.
Savings
Evaluate potential value using complete, case-specific costs.
Predictability
Clarify anticipated care and related expenses before travel.
Family benefit
Extend navigation access under the employer's chosen structure.
Risk management
Plan due diligence, escalation, recovery and follow-up.
Executive value
Understand the business case in 30 seconds.
An additional, governed pathway for selected planned medical and dental care—not a replacement for the employer's existing plan or vendors.
Compare complete case costs
Evaluate applicable domestic benchmarks against current, provider-confirmed international estimates.
Offer another pathway
Participation may be voluntary unless the employer establishes another compliant program structure.
Support the full journey
A human pathway helps coordinate information, appointments, estimates and follow-up.
Work with what exists
Complement the plan, TPA, broker, consultant, stop-loss partner and domestic network.
The value for employers and employees
Reduce Healthcare Costs Without Reducing the Quality of Care
For employers, controlling healthcare expenditures should never mean asking employees to accept lower-quality care.
Green Healthcare International offers a different approach: high-quality, carefully coordinated healthcare that can reduce costs for the employer while improving the healthcare experience for the employee.
This is not “cheap healthcare.” It is a strategy designed to deliver quality care at a more competitive and predictable cost, particularly for procedures where U.S. healthcare expenses can become significant.
But the value goes beyond savings.
Bring Humanity Back to the Employee Healthcare Benefit
Employees want to know that their company values them—not only as employees, but as people. Healthcare has increasingly become a system of screens, codes, authorizations, and short appointments. We believe the patient experience should begin differently: look at the patient, listen to what they need, understand their concerns, and help them navigate their care from beginning to end. That human experience can become part of your company's benefits strategy.
What the Employer Receives
The employer gains an additional healthcare option designed to provide:
- Greater cost predictability before treatment begins
- Potential savings on high-cost procedures
- Carefully coordinated international healthcare options
- Patient screening and case review before travel
- Support throughout the employee's healthcare journey
- An additional benefit that may also be extended to eligible family members without requiring the company to pay for their treatment
What the Employee Receives
The employee receives something equally important: choice, advocacy, personal attention, and access to quality healthcare.
They are not simply handed the name of a hospital or physician and expected to navigate another country's healthcare system alone. Green Healthcare International helps coordinate the process and serves as a patient advocate throughout the journey.
A Benefit That Can Be Good for Both Sides
The employer can save money.The employee can receive excellent care.The family can gain access to additional healthcare options.And the employee can feel that their company genuinely invested in their well-being.
Healthcare savings should not come at the expense of healthcare quality.
We believe companies can have both—responsible healthcare spending and compassionate, patient-centered care.
How Green Healthcare fits
A coordinated pathway with clear decision rights.
Green Healthcare coordinates and advocates. Independent licensed clinicians make all clinical decisions.
Employer / Benefits TeamDefines objectives, eligibility and governance.
Broker / Consultant / TPAAligns plan administration and existing vendors.
Green HealthcareCoordinates case review, options and navigation.
Independent ProviderDetermines candidacy and provides treatment.
Recovery + Follow-upProvider-directed continuity requirements.
Aggregate ReportingAgreed operational and financial fields.
Choose the right structure
Three ways to offer the benefit.
Green Healthcare can complement an existing health plan or operate as a separate voluntary program. The company chooses its level of financial involvement.
$0 Employer Medical Cost Option
Offer employees—and, where the program permits, eligible family members—access to international care coordination while they pay their own treatment and travel costs.
- Meaningful voluntary benefit
- No employer treatment obligation
- Separate from health-plan enrollment
Employer Contribution Option
Provide a defined contribution, reimbursement or incentive toward eligible care, subject to your company’s benefit structure and professional guidance.
- Company controls contribution
- Can target eligible services
- Clear written program rules
Self-Funded Employer Option
Work with your benefits team to identify appropriate elective procedures where an international-care pathway may present a lower total cost.
- Procedure-level comparisons
- Aggregate utilization reporting
- Coordinate with broker, TPA and stop-loss
Planning tool
Make the financial opportunity easy to understand.
Compare procedure-specific estimates for planning purposes. Costs differ by country, provider, facility, location, amenities, clinician experience, timing, and the exchange rate in effect when care is purchased.
Illustrative cost comparison
Enter a current, provider-specific estimate; this is not a fixed country rate.
Illustrative gross annual difference$170,000$17,000 per participating case · 10 estimated casesCompared with an estimated cost in Costa Rica4.0% of 250 eligible employees
Important: All amounts entered are estimates supplied for comparison—not standard prices for Costa Rica, Mexico, Colombia, or any provider. Pricing depends on the procedure, provider and facility, location, amenities, clinician experience and time in practice, inclusions, timing, and the exchange rate when payment is made. This tool shows a hypothetical gross cost difference only; it is not a quote, guarantee, financial projection, insurance benefit determination, or estimate of net plan savings. Results may exclude travel, complications, follow-up care, administrative fees, eligibility and plan terms, stop-loss treatment, taxes, and other case-specific costs. Actual costs and outcomes vary. Obtain current written estimates and confirm all assumptions with the selected provider and your qualified benefits, insurance, legal, and tax advisors before making decisions.
Employee journey
More than a list of overseas doctors.
International healthcare should begin before an employee gets on an airplane and continue after the employee returns home.
Case intake
We organize the employee’s needs, relevant records, priorities and timing.
Provider review
Appropriate independent providers and care settings are considered for the request.
Written pathway
Appointments, estimated costs, inclusions, travel and recovery needs are clarified.
Coordination
Records, scheduling, communication and requested logistics are brought together.
Follow-up plan
Continuity needs and appropriate clinical contacts are organized before return.
CRUM Doctor Portal · Intelligent Decision Engine Coming soon
Decide the right pathway. One patient at a time.
CRUM brings the patient’s medical record, diagnostic images, clinical history and risk signals into one intelligent view—giving physicians the information they need to make faster, better-informed decisions.
Less searching. Less paperwork. Less uncertainty.
The technology analyzes and organizes the information.
The physician makes the clinical decision.
Right patient. Right pathway. Right level of care.
Full clinical context
Every patient arrives with records, images and clinical history organized in one view—so physicians can focus on the case, not the search.
Backed by an intelligent engine
Risk signals and pathway suggestions are surfaced as decision support. The physician remains in control of every clinical decision.
Less administrative friction
Information is analyzed and organized before the decision point, reducing paperwork and helping the clinical team move with greater clarity.
Risk management
Patient safety and program clarity are part of the benefit.
Green Healthcare coordinates and screens options; independent licensed professionals retain all clinical authority. A scheduled procedure is never a guarantee that treatment will proceed.
For each program, we help establish clear boundaries for candidacy, provider responsibility, travel planning, complications, follow-up and employee choice.
Read our care standards✓
Credentials and facility context
Licensing, relevant experience and care-setting factors are reviewed according to our provider-selection process.
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Pre-travel review
Records, imaging, labs and health history can be organized before major travel commitments.
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Clinical independence
The treating professional determines candidacy, treatment, timing and follow-up.
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Continuity and escalation
Employees receive clear contacts, follow-up expectations and an appropriate route for concerns.
Family access
Extend access without expanding the company health plan.
Where structured appropriately, employees may invite eligible family members to use Green Healthcare’s voluntary coordination service. The family member pays for treatment and related costs unless the employer expressly chooses otherwise.
Build your program
Discuss your organization’s needs.
Tell us about your workforce, current benefit structure and goals. We can include your HR team, broker, benefits advisor, TPA or other appropriate partner.
- 20-minute introductory consultation
- No obligation to launch a program
- Program options matched to your workforce
- Clear next steps for legal and benefits review
Prefer email?
info@greenhealthcarecr.com
Common questions
What benefits leaders usually ask.
Does this replace our existing health insurance?
No. It can complement an existing plan or be offered as a separate voluntary access benefit. Any integration with an employer plan must be reviewed and documented by the employer and its qualified advisors.
Can the company offer this without paying employees’ medical bills?
Yes. A voluntary access model can give employees access to Green Healthcare’s coordination services and international options while employees pay their own treatment, travel and related costs.
Can employees include family members?
Where the program permits, eligible family members may receive access as a separate voluntary service. This should not be presented as automatic enrollment in the employer’s health plan.
Are savings guaranteed?
No. Procedure pricing, candidacy, travel, follow-up, complications, plan terms and other variables affect the result. Comparisons should use complete, provider-confirmed costs and be reviewed with the company’s broker, TPA and stop-loss carrier where applicable.
Who makes medical decisions?
Independent licensed treating healthcare professionals make all clinical decisions. Green Healthcare coordinates information, communication, scheduling and requested logistics; it does not diagnose, prescribe or perform treatment.
Centers of Excellence
International Centers of Excellence pathway.
Green Healthcare evaluates independent providers and facilities for appropriate planned procedures. No procedure, facility or provider is automatically eligible.
Potential categories
- Dental implants and full-arch restoration
- Orthopedic procedures
- Selected planned surgeries
- Diagnostics and preventive care
- Specialist evaluations and second opinions
Provider due diligence
- Licensing and relevant specialty experience
- Facility and care-setting evaluation
- Procedure-specific experience
- Professional liability coverage where applicable
Safety and continuity
- Pre-travel clinical review
- Patient-safety considerations
- Complication and escalation planning
- Recovery and follow-up expectations
Pilot firstExplore an employer pilot
Explore an employer pilot.
Evaluate a limited international healthcare pathway before making an enterprise-wide commitment. A 90-day framework may guide planning where feasible; actual timing depends on contracting, plan design, data, vendors and approvals.
1. DiscoveryReview workforce, objectives and target procedures.
2. Program designDefine eligibility, funding, vendors and governance.
3. PilotLaunch with a bounded population or procedure set.
4. MeasureEvaluate utilization, experience, costs and exceptions.
5. ExpandBroaden only when documented results support it.
Data, reporting & procurement
Give enterprise stakeholders what they need to evaluate the pathway.
Employer reporting should generally be aggregate or de-identified where appropriate. Security, privacy and capability claims require current documentation before publication or contracting.
Sample employer reporting fields
Cases referredCases clinically acceptedCases completedProcedure categoriesDomestic benchmarkProgram costProgram expensesIllustrative net differenceEmployee satisfactionNavigation response time
Employer information resources
- Corporate Program Overview
- Provider Due-Diligence Overview
- Privacy & Security Overview
- Implementation Guide
- Sample Employee Journey
- Sample Employer Reporting
- Enterprise FAQ and escalation contacts
Operational requirement: documentation must be developed, verified and approved before it is represented as established capability.
Request employer information packageLet’s evaluate the opportunity before you change your benefits.
Start with your workforce, selected procedures and current cost structure. Green Healthcare can help your benefits team evaluate whether an international healthcare pathway deserves a place in your benefits strategy.
Nearshore Healthcare™
High-quality care. Lower costs. Greater value for employees.
Nearshore Healthcare expands access to carefully evaluated healthcare options closer to the United States, including Costa Rica, Mexico and Colombia. Lower cost does not mean lower standards; quality and clinical appropriateness determine the pathway, while potential savings are evaluated as a result.
Better value without making quality the compromise.
Green Healthcare helps connect employees with carefully evaluated independent physicians, specialists, dental professionals, hospitals and healthcare facilities for selected planned care.
Potential pathways may include routine and restorative dental care, orthopedic procedures, specialist care, diagnostics, selected planned surgeries and selected cancer-related services when clinically appropriate. Every case requires individual clinical and program review.
Understand anticipated costs before care begins.
Green Healthcare works to obtain provider-confirmed estimates and identify anticipated treatment, facility, coordination, travel, recovery and incentive costs before the employee travels whenever reasonably possible.
Costs cannot be guaranteed because clinical circumstances, inclusions and exchange rates can change. The objective is greater transparency—not an impossible promise of certainty.
Quality first
Evaluate appropriate providers and support pre-treatment review. Independent clinicians determine candidacy and treatment.
Meaningful value
Compare clinically appropriate international pathways with complete applicable domestic costs.
Predictable planning
Clarify anticipated treatment and related expenses before a decision is made.
Family access
Program design may extend navigation resources to eligible family members without requiring employer-funded treatment.
Risk by design
Address due diligence, records, coordination, liability considerations, escalation and follow-up proactively.
Protect the employee. Protect the employer. Protect the integrity of the benefit plan.
Risk management is built into the conversation.
International healthcare requires serious attention to patient safety, continuity, professional liability, complications and employer risk. Green Healthcare does not promise complications will never occur.
The approach is to identify and reduce avoidable risk before treatment and establish a clear process for unexpected circumstances. Where an employer program requires it, contractual, insurance and risk-transfer structures can be evaluated with the employer and its qualified advisors.
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Pre-treatment review
Organize appropriate records so independent clinicians can assess candidacy before major travel commitments whenever practical.
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Financial transparency
Document anticipated care and related costs before treatment whenever reasonably possible.
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Recovery and escalation
Define follow-up expectations and an escalation route before care begins.
See it for yourself
Executive healthcare due diligence visits.
We do not expect your organization to simply take our word for it. Green Healthcare can coordinate customized on-site evaluation visits for HR and Benefits leaders, Risk Management, medical advisors, consultants, TPAs, brokers and senior executives considering a defined Nearshore Healthcare pathway.
Visit hospitals, clinics and dental facilities under consideration
Meet physicians, specialists and healthcare leadership
Review available credentials and quality processes
See the proposed patient experience firsthand
Evaluate transportation, accommodations and recovery logistics
Review emergency and complication protocols
Meet the Green Healthcare navigation team
Walk through referral, treatment, recovery and follow-up
Ask the difficult questions. Meet the people. Inspect the facilities. Evaluate the process.
Self-funded plans: evidence before an international-care decision.
A proposed program should explain participant eligibility, clinical review, financial assumptions, aftercare and operational responsibilities. Document which services are included and who remains responsible for plan administration and clinical care.
The U.S. Department of Labor’s group health-plan fiduciary guide explains responsibilities that can apply to those administering a plan. Use qualified advisors to assess the proposed arrangement; hiring a coordinator does not settle an employer’s plan obligations.
HEALTHCARE, MADE CLEARER.01 02 03 04
A clearer way to make your decision.
Evaluate clinical, operational and benefit-plan fit before a pilot.
Understand
Start with the employer’s objectives, participant needs and current plan. International healthcare coordination is not automatically covered by a self-funded plan and should not be described as guaranteed savings.
Compare
Compare an employee-paid voluntary service, employer contributions and a plan-funded arrangement. Model total costs, including travel, follow-up, complications, administration and any coverage limitations.
Verify
Have the employer’s qualified benefits, legal and insurance advisors review plan terms, participant communications, administrator responsibilities and stop-loss implications. Document clinical independence and the participant’s choices.
Questions and checks to take with you →Coordinate
Once the objectives and review criteria are clear, discuss the scope of an exploratory employer consultation. A proposal should name responsibilities, eligibility, costs and next steps.
Discuss your employer questionsGeneral educational information. Benefit, insurance, legal and tax decisions require review by the employer’s qualified advisors.
Explore all healthcare decision guides →