An individual principal pays a nonrefundable US$15,000 fee and a US$1 million gift. A corporate principal pays US$15,000 and a US$2 million gift per employee, and the corporate program adds a 1% annual maintenance fee and a 5% transfer fee. Family members add US$15,000 and US$1 million each under either route.
Ask who is actually paying, and under what terms
Where an employer is involved, establish in writing which amounts the company covers, what happens if the employee leaves, and how the maintenance and transfer fees are handled between them. Those are contractual questions the program does not answer. The gift is not refundable equity in either route, so no arrangement between employer and employee can create a right to repayment from the program itself.
Have current corporate terms reviewed before signing. Hypothetical example: an employer offers to cover the corporate route for a senior hire, and the household treats the whole cost as settled. A first review would establish which amounts the company is actually agreeing to pay, whether the family charges are included, what happens if the employment ends, and how the ongoing charges are treated between the parties.
It would also confirm that nothing in the arrangement creates a right to repayment from the programme itself, since the gift payment is not refundable equity under either route and no private agreement can change that.