Workplace benefits get personal: Thatch and MyOme add genomics to benefits marketplace

Thatch and MyOme bring genetics testing into employer benefits

Thatch and MyOme announced a new option that brings genetic testing into Thatch’s personalized benefits marketplace. The choice is available now and is designed so employers can add a genomics product as part of their benefit mix. For HR teams and brokers, the feature is framed as a tool to make benefit dollars go further. For employees, it promises clearer, personalized guidance on prevention and medication based on DNA.

The companies say the new offering works inside an ICHRA, the Individual Coverage Health Reimbursement Arrangement many employers use to give employees a set dollar amount to buy their own coverage. That means employers can fund or subsidize the genomics option without changing their group insurance plan. The announcement pitches the change as a way to make precision health part of routine workplace benefits rather than a stand‑alone perk.

How the genomics option works inside Thatch’s marketplace

The genomics service from MyOme integrates into Thatch’s marketplace so employees see it alongside other benefit choices. The pitch is simple: an employee can opt in, provide a saliva or cheek swab sample per standard testing practice, and get a report that ties genetic markers to risks and drug responses. The companies say results are delivered through MyOme’s platform and made available in the benefits interface employees already use.

On the operations side, the offering leans on three pieces: sample collection, lab sequencing or genotyping, and a software layer that turns raw genetic data into plain‑language recommendations. Thatch handles enrollment and payment flows through the ICHRA, while MyOme handles processing and reporting. The release emphasizes integration with existing benefits portals so employers do not need a separate enrollment flow.

Who this is for — employers, brokers, HR teams and employees

The companies position the product for mid‑size employers that already use ICHRAs or personalized benefit marketplaces. Those employers can add genomics as an optional line item employees can choose when allocating their benefit dollars. Brokers and benefits consultants get a fresh selling point: an offered service that sounds modern and measurable without forcing a new group plan.

Employees who are curious about prevention, family health history or medication reactions are the main targets. The reports aim to flag higher risks for certain conditions and call out genetic markers that affect how a person metabolizes specific drugs. That can help an individual and a clinician make more informed choices about screening or prescriptions.

On logistics, the announcement says employers can decide whether to subsidize the test fully, offer a partial credit inside the ICHRA, or list it as a voluntary paid option. Enrollment appears to follow existing benefits windows, and companies can control who is eligible through their Thatch administration portal. The release did not list a single universal price, signaling that cost will vary by plan design.

Where this fits in the growing genomics and benefits market

Genetics in healthcare has been moving from rare disease labs into everyday care for several years. Employers have been testing interest in personalized benefit options—mental health apps, fertility benefits, and preventive screening are already common. Adding genomics follows that trend: more personalization paid for through flexible benefit dollars rather than a one‑size‑fits‑all group policy.

Competition is rising from standalone testing firms, telehealth companies that bundle genetic counseling, and benefits platforms that already offer wellness add‑ons. What Thatch and MyOme aim to sell is convenience and an administrative fit for ICHRAs. Whether that wins wide adoption will depend on price, clinical usefulness of the reports, and employer appetite for sensitive health services as an on‑demand benefit.

Privacy, consent and regulatory questions to watch

Workplace genomics brings obvious privacy and policy issues. Federal laws like HIPAA protect certain health data, and GINA forbids most genetic discrimination in employment, but those protections have limits. In practice, questions arise about who sees raw genetic data, how long it’s stored, whether it can be used for research, and what happens if data is breached.

The companies say they require informed consent and keep clinical data separate from employer payroll or HR records, but the announcement leaves room for more detail. Buyers and employees should want clear answers on data ownership, third‑party access, and whether results can influence job decisions indirectly. Those items, plus how results are explained to people with low health literacy, are potential gaps regulators and advocates are likely to probe.

What to watch next — uptake, pilot results and employer signals

Key signals to track will be how many employers add the option in the first six to 12 months, what pricing structures appear, and whether employers publicly report employee uptake. Pilot results on outcomes—like whether testing leads to more targeted screenings or changed prescriptions—will shape whether the feature becomes a routine benefit or a niche add‑on.

For now, Thatch and MyOme are betting employers want more personalized, flexible benefits that can be paid for inside an ICHRA. The idea is appealing, but real adoption will hinge on cost, clear privacy rules, and whether the genetic information proves useful in everyday care decisions.

Sources

• prnewswire.com