1. What is Wellness Booster?
Introduced in January 2026, the Wellness Booster was designed to reward healthy lifestyle behaviours by providing qualifying members with rewards paid directly into their individual HealthSaver accounts.
While the benefit successfully encouraged wellness engagement and healthier choices, feedback and participation trends highlighted an opportunity to create even greater value for employer groups.
As a result, the Wellness Booster has been enhanced for 2027, transforming it from an individual reward programme into a solution that can deliver meaningful benefits at both member and employer level.
2. How is Wellness Booster changing from January 2027?
From 2027, rewards earned through wellness participation can either continue to be paid into members' individual HealthSaver accounts or be directed into a GroupSaver Fund for the employer group. This provides employers with the flexibility to reinvest wellness rewards into initiatives that support workforce health, wellbeing and financial sustainability.
Employer groups can use accumulated GroupSaver rewards to fund initiatives such as:
- Wellness Days and employee wellbeing programmes
- Employee Assistance Programme (EAP) services
- Medical scheme contributions
- Eligible Momentum insurance solutions
3. What is the difference between choosing to have Wellness Booster paid into HealthSaver, or into GroupSaver?
Wellness Booster paid into HealthSaver requires chronic compliance and paid to individual members compared to GroupSaver, where payment is made to the employer group’s pool of funds.
4. Is HealthSaver Booster still available?
No – this reward will be discontinued from 1 January 2027.
5. Can an employer group choose which option they want?
Yes
6. Can an employer have GroupSaver without opting in to Wellness Booster?
The current GroupSaver offering is still available for retention and sales purposes on a case-by-case basis, whereby the employer group uses these funds to fund claims. A monthly admin fee per member applies and monthly contribution is compulsory for this offering, compared to the Wellness Booster rewards vehicle, GroupSaver.
7. Who qualifies for a GroupSaver account?
In the case of normal claims processing benefit, the minimum Group size is 100 members. For Wellness Booster Rewards, the minimum group size is 30 members (who form part of a compulsory supergroup).
8. What happens if the Wellness Booster reward is terminated?
Since these are rewards, upon termination, the employer group will forfeit the positive balance.
9. If an employer elects to receive Wellness Booster into employees’ individual HealthSaver accounts, what is required by the employee to start earning Wellness Booster?
To earn Wellness Booster into the employee’s HealthSaver account, adult members need to:
- Complete a Lifestyle Quiz on an annual basis
- Know their health and fitness status
- Complete weekly and monthly goals to earn wins that can be converted to HealthReturns
- Comply with the chronic treatment protocol for chronic conditions (if a member has one or more of the 26 CMS CDL chronic conditions).
10. If an employer elects to receive Wellness Booster into the company’s GroupSaver account, what needs to happen for the company to continue receiving Wellness Booster in 2028?
At least 25% of members on the group membership would need to have completed a Health Assessment before the end of 2027.
11. Can new employees join after the initial launch?
New employees can join within the first 3 months of the employer group joining.
12. Can employer groups choose which wellness activities qualify towards individual members qualifying for rewards?
The employer group can submit written motivation to us for consideration regarding wellness activities that they would like to include.
13. What happens when an employee leaves the company?
As this is an employer rather than an employee benefit, rewards are forfeited upon termination.
14. How does Wellness Booster support employee wellbeing?
The employer can use the rewards to fund wellness events.
15. Can Wellness Booster help improve employee engagement?
Yes. Obtaining a Healthy Heart Score is the starting point of an employee’s journey to optimal wellness through Multiply.
16. Can Wellness Booster be incorporated into an existing employee wellness programme?
Yes, provided the wellness programme is a Momentum product.
17. Can Wellness Booster be promoted as part of workplace wellness initiatives?
Yes, provided these are wellness initiatives offered by Momentum.
18. Is an employees’ health information private and secure?
Yes, Momentum is dedicated to the protection of personal information.
19. How can employers determine if employees are actually participating?
We provide employers with monthly reports to keep them informed about overall participation. These reports do not show an individual employee’s level of engagement.
20. Does Wellness Booster result in any fees payable by an employer
No, the employer would incur no fees.
21. Will the employer receive any financial benefit from employee participation?
Employers who opt for the Wellness Booster to be paid into their GroupSaver account can choose how to spend the funds earned.
22. Can employers measure the overall value generated by Wellness Booster?
Yes, this will be reflected in their monthly report.
23. What happens if employees do not participate?
At least 25% of members on the group membership needs to have completed a Health Assessment before the end of 2027 in order for the reward to be retained in 2028.
24. What contractual or administrative commitments would apply to the employer?
Employers can simply confirm whether the funds earned should be paid into an employee’s individual HealthSaver account or into the company’s GroupSaver account. If the GroupSaver account is selected, the employer is required to complete the GroupSaver application form. In such cases, it is also recommended for employers to ensure that at least 25% of their employee base underwent a Health Assessment by the end of 2027, in order to continue receiving the reward in 2028.
Where an employer opts to use Wellness Booster funds to offset Momentum Medical Scheme contributions, they will need to amend their payroll system accordingly. In these cases, it would also be recommendable for the employer to consult with their tax advisor in terms of how best to process/report on Wellness Booster rewards.
25. Would an employer need to make any PAYE deductions relating to Wellness Booster?
No, rewards are not tax-taxable.
26. Are there any tax implications for the employee?
No, rewards are non-taxable.
Does an employer need to provide a medical scheme subsidy for employees to qualify for Wellness Booster?
No, this is not part of the eligibility criteria.
28. If an employer subsidises medical scheme contributions for its staff, would the percentage affect the Wellness Booster benefit?;
No
29 . What are the Wellness Booster rewards that can be earned per option?
Based on the Rand value allocated for the qualifying options, the following amounts apply:
30. Can unused Wellness Booster rewards be carried over to the following year?
Unused Wellness Booster rewards do not expire (provided that the GroupSaver/HealthSaver account remains active).
31. Do members need to be on a paid-for Multiply membership to qualify for the Wellness Booster?
Where an employer group chooses to receive Wellness Booster rewards into employee’s HealthSaver accounts, members on a Multiply Plus membership would benefit substantially more.