In today’s fast-paced world, mental health has taken center stage—and rightly so. Yet, the process of accessing quality behavioral health services remains one of the biggest pain points for both patients and payers. Enter RULA, a next-generation behavioral health provider group that’s using technology to bridge the access and quality gap in therapy and psychiatry.

What is RULA?

RULA is an in-network behavioral health platform that enables patients to connect with licensed therapists and psychiatrists—often within 24 hours. With over 16,000 licensed providers spanning all 50 states and covering 90+ specialties, RULA has become one of the largest virtual mental health care providers in the country.

But RULA is more than just a telehealth solution. It’s a clinical engine, a scheduling platform, and a partner to health plans and employers—all rolled into one.

Integrated with Major Insurance Carriers

RULA is in-network with most major health plans, including:

• Anthem/Carelon
• Aetna
• Cigna
• UnitedHealthcare/Optum
• Kaiser
• Local Blue Cross Blue Shield carriers

Because RULA operates under the fee-for-service model and processes in-network claims, patients avoid the financial burden of high out-of-network costs, while carriers benefit from cost control and better outcomes.

In 2025, RULA is expanding into EAP networks, making behavioral health more accessible for employees under existing employer-sponsored plans.

Why Health Plans Promote RULA

The 2024 MHPAEA Report to Congress exposed a grim truth: up to 92% of therapists listed in health plan directories couldn’t offer an appointment within 30 days. That’s where RULA shines.

Patients can:

• Schedule an appointment in under 3 minutes
• See a provider as early as the next day
• Get matched with a provider they’re satisfied with 98% of the time

Driving Outcomes, Not Just Access

Clinical results speak volumes:

• 73% of patients experience clinically meaningful improvement within 8 weeks.
• 93% feel better about their symptoms within 3 months.
• 80% of patients with suicidal ideation show a reduction in risk within 8 weeks.

All providers use RULA’s proprietary EHR platform, guided by clinical management and real-time support from licensed quality coaches and peer consults. This ensures both consistency and quality of care across all 50 states.

For Employers: No Extra Contracts, No Extra Headaches.

Ask your CorpStrat account manager about RULA today.

Most business owners think of tariffs as a global trade issue — something that affects importers, exporters, or the cost of raw materials. But here’s the hidden truth: tariffs may quietly drive up the cost of employer-sponsored health benefits, affecting your bottom line and your ability to attract and retain talent.

How Do Tariffs Connect to Health Insurance?

Healthcare is a complex supply chain — and many medical devices, pharmaceuticals, and even basic supplies like syringes, gloves, and diagnostic equipment are imported. When tariffs are imposed on foreign goods (especially from major suppliers like China, India, or the EU), the cost of these essentials increases. That cost wont likely stay with the manufacturers — it will most likely get passed down to hospitals, doctors, and ultimately, to payors: Medicare, Medicaid, self-funded employers and your insurance carrier. And then the patient. The possible result? Rising premiums, higher deductibles, and tighter networks.

3 Key Ways Tariffs may Impact Employer Plans

1. Increased Medical Supply Costs = Higher Claims Costs
When hospitals & Providers pay more for medical equipment and supplies, they charge more for procedures. Insurance companies and Medicare may be forced to raise premiums to cover these higher payouts.

2. Drug Prices Could Spike
Tariffs on active pharmaceutical ingredients (APIs) or finished drugs can increase the cost of common medications — affecting formularies and out-of-pocket costs for employees.

3. Pressure on Carriers = Narrower Plans
To manage rising costs, insurers may restrict provider networks or increase cost-sharing. Employers end up having to offer leaner benefits or absorbing the cost increases.

What Can Employers Do?

Plan Ahead: Budget for above-average premium increases in upcoming renewals — especially if your carrier has exposure to international supply chains.

Consider partial or Self-Funding: If your group is eligible, self-funded or shared cost plans may offer more transparency and control over rising costs.

Educate Employees: Communicate why benefits might be shifting and how employees can be smart consumers of healthcare.

Bottom Line

Tariffs aren’t just about trade wars — they could be a stealth tax on your healthcare costs. Employers who stay ahead of the curve, explore strategic funding options, and rethink plan design can weather the storm better than those who don’t.

Looking to stay proactive in your benefits strategy? Let’s talk about how to structure a health plan that works — no matter what happens with global trade.