For employers
A meaningful benefit.Peace of mind for your people.
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.
Sponsored from $249 per employee
Funded by the company, the way dental is. The same work through a law firm runs $1,500 to $3,000, and a funded plan is the version your people actually finish.
The problem
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
Why employers offer it
Six reasons it belongs in your benefits package.
Support employee well-being
Reduce stress and uncertainty by helping employees protect what matters most.
Strengthen your benefits package
Complements financial wellness, EAP, retirement and other employee benefits.
Show your employees you care
A personal, meaningful benefit that helps employees protect their loved ones and plan for the unexpected.
Low cost or no cost to you
Choose the payment model that works best for your organization and budget.
Private and confidential
Employees work directly with us. Personal information is always confidential. Reporting metrics provided.
Easy to implement
Simple setup, digital access, and flexible virtual or on-site options.
- Sponsored price
- From $249per employee, tiered by volume
- Completion time
- About 1 hourstart to finished document
- Traditional path
- $1,500 to $3,000typical attorney drafted plan
- Live in
- About a weekone email, no IT project
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. 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.
It launches on its own schedule. No need to wait for open enrollment. You can launch any time of year, usually in about a week, and give the benefit its own announcement instead of competing with medical and dental for attention.
Funding
Three simple ways to offer the benefit
Every option gives employees the same complete estate plan. The difference is how much of the cost you cover, and the more you take on, the more likely employees are to use it.
SponsoredRecommended
What the company commits
What it does to participation
Great for organizations that want to provide a high-value benefit with no out-of-pocket cost to employees. 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.
Employer contribution
What the company commits
What it does to participation
A flexible way to share the cost while still providing meaningful support for your employees. 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.
Discount only
What the company commits
What it does to participation
A simple, budget-friendly way to put estate planning within reach. It costs your organization nothing and gives every employee a clear, discounted path to a finished estate plan. Because employees cover the full price themselves, fewer follow through than with a sponsored or shared plan. A good starting point that can grow into one of the other routes once you see the interest.
Rollout
How implementation works
Four steps from decision to launch, with very little asked of your team.
Step 1
You choose your model
Pick Sponsored, Employer contribution or Discount only. We confirm pricing and your launch date together.
Step 2
We launch and communicate
We provide a ready-to-send announcement and employee materials, plus virtual or on-site sessions if you want them. No IT project, nothing to integrate. Most companies are live in about a week.
Step 3
Employees enroll easily
Employees sign up on their own by accessing a dedicated enrollment link on their phone or computer. They see your contribution, and pay any balance directly through our secure platform. Most finish a complete estate plan same day.
Step 4
You receive simple reporting
You see how many employees enrolled and how many finished. Names, documents and personal details stay private and are never shared with the employer.
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.
- The employer is responsible for determining taxability and completing any required payroll reporting.
Get started
Give your people the peace of mind they deserve.
Tell us a little about your organization and we will recommend the right model for your budget — Sponsored, Employer contribution or Discount only — along with pricing, ready-to-send announcement materials and a launch date, typically 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.