For employers

The benefit that reaches their whole family.

A complete estate plan, created, signed and notarized online, offered to your employees as a workplace benefit. Most finish in one sitting, on their own phone, tonight.

Most of your employees have no estate plan.

Not because they do not care. Because the traditional path asks for a few thousand dollars and two weekday appointments. So it stays on the list — and the cost of that lands on the family they leave behind.

Why this exists

“If something happened to me right then, what would come next? I had nothing in place. I knew millions of people were carrying that same gap.”

Melissa CharlesFounder and CEO, Inhira

What employees get

Two plans. You decide who pays.

One price per plan, whether the company sponsors it or the employee pays. One time, not a subscription, with no renewal to manage.

Legacythe common choice

$299 $249one time

A Last Will and Testament drafted to that employee's state law, a Financial Power of Attorney, a Healthcare Directive and a HIPAA Authorization. Guardian designation for their children. Online notarization for eligible documents where their state allows. A year of revisions and a secure vault.

Legacy Trustfor owners

$549 $499one time

Everything in Legacy, plus a Revocable Living Trust and a Pour Over Will, so the estate can pass outside probate. Digital asset succession, multi state property handling, and a step by step funding workflow. Built for employees who own a home, a business or crypto.

The real question

Will your people actually use it?

It finishes in one sitting. The usual failure of a legal benefit is the gap between electing it and doing anything with it. Booking an attorney means a decision now and a document months later. Here an employee starts and finishes the same evening, so there is no gap to drop out of.

There is no appointment. No weekday call, no office, no time off. This is the single most common reason estate planning stalls, and removing it does more for participation than any price change.

Timing beats promotion. Announced at open enrollment, this competes with medical and dental for a few minutes of attention. Attached to a moment, such as a new child, a relocation or a first home, it reaches people who are already asking the question.

What HR sees

Participation, and nothing else.

Reporting is a count: how many employees enrolled, and how many finished. That is enough to evaluate the benefit and defend it at renewal.

It is deliberately all you get. No names attached to documents, no beneficiaries, no asset values, no indication of who is planning what. An estate plan an employer can read is not one an employee will trust, and a benefit nobody trusts has no participation to report.

Security and privacy

What your security review will ask.

Estate documents are among the most sensitive records an employee will ever create. These are the controls a benefits security review asks about.

Encryption in transit and at rest

Documents and signed originals live in an encrypted vault.

No employer access, ever

The company never sees a document, a beneficiary, or a decision. That is a product boundary, not a setting.

Access control and audit logging

Access is restricted and controlled. Sensitive actions are logged, so there is a record of who did what and when.

Identity verification before notarization

Identity is verified before any online notarization, which also makes a signed document harder to challenge later.

No sale or sharing of personal data

Employee information is never sold or shared with advertisers or data brokers.

Deletion on request

Employees can request deletion, subject to records the law requires us to retain. Documents belong to the employee and leave with them.

Funding

Who pays decides whether it gets used.

Every route delivers the same plan. What changes is how much of the decision still sits with the employee when they open it — and that is what separates a benefit people use from one with a landing page.

Route	What the company commits	What it does to participation
SponsoredRecommended	A block of plans for a defined population, from $249 per employee.	The strongest route by a distance. No checkout, no card, no price to weigh — the only thing between an employee and a finished will is an hour they already have. Most companies scope it to one group first rather than the whole census.
Employer contribution	A fixed amount per plan, agreed up front; the employee pays the balance.	Halves the decision without removing it. For when a full sponsorship will not clear budget but a fixed per-employee number will. Converts better than a discount code, because the company has visibly put something in.
Payroll deduction or LSA	No spend. You run the mechanism you already have.	The employee still pays, but across two or four pay periods instead of at once — which removes the single biggest reason people stall at checkout. If you run an LSA, estate planning is easy to make an eligible category.
Discount only	Nothing beyond the email you send.	The lightest way to test the benefit, and the weakest way to run it. The employee still has to find the money, and most of the interest a launch email creates is lost between the link and the payment. A pilot that earns the budget, not the program.

Benefits partners

Active partners offering Inhira as a benefit.

Rollout

From agreement to announcement in about a week.

Step	Owner	Typical	What happens
Choose the group	You	Day 1	You pick the office, department or population to start with. Most companies begin with one team rather than a company wide rollout.
Agree the terms	Both	Days 1 to 3	Sponsored, an employer contribution, payroll deduction or LSA. A short conversation and a one page order form.
Security review	Your IT	In parallel	Optional, and runs alongside rather than blocking. We answer the questionnaire directly.
Receive the link	Inhira	Day 5	A company link that carries the funding you chose. No account provisioning, no SSO project, no HRIS integration, no census file.
Announce	You	Day 7	One email. We supply the copy if you want it.
Report	Inhira	Monthly	Enrolled and finished counts. Nothing about any individual employee's documents.

Plainly

What this is not.

Inhira is not a law firm and does not provide legal advice. Employees with a contested estate, a special needs trust, or a complex business succession should see an attorney, and we tell them so.
Online notarization is not universal. It depends on the state and the document type. Some documents must be signed in person before witnesses, and we say which ones before an employee starts.
There is no spouse or family plan. A plan covers one employee, though finished documents are shareable with a spouse, executor or attorney from the employee's vault.
It is not an insurance product and does not sit inside a Section 125 plan. It is a direct benefit, which is also why it takes weeks to launch rather than a plan year.

Next step

Start with one team.

Most companies begin with a single office, department or life stage rather than a full rollout. Tell us the group and its size and we will come back with a sponsored price for it, the announcement copy and a launch date about a week out.

Every plan carries a 30 day money back guarantee, available any time before notarization begins, so the risk sits with us rather than with your budget.