A ZERO out-of-pocket cost supplemental benefit program that:
Increases employee take home pay
Decreases employer payroll taxes
Gives employees access to real healthcare
3%
- Average increase in take home pay per employee
$700K per year
- Average decrease in employer payroll taxes per year / per 1,000 employees
93%
- Client renewal rate
WORKFORCE IMPACT / 2026
The impact equation
1,050 enrolled employees.
$750,000+ in annual employer savings.
Convert a supplemental workforce benefit into measurable payroll efficiency—and more take-home pay for employees.
A ZERO out-of-pocket cost supplemental benefit program that:
Increases employee take home pay
Decreases employer payroll taxes
Gives employees access to real healthcare
3%
- Average increase in take home pay per employee
$700K per year
- Average decrease in employer payroll taxes per year / per 1,000 employees
93%
- Client renewal rate
Section 125 Compliant / Fully Insured / No Employee Out-of-Pocket Cost
WHY EMPLOYERS LOVE IT
Yields immediate substantial employer payroll tax savings (on average, $700K per year / per 1,000 employees)
Provides employees with true healthcare access at no out-of-pocket cost
Can reduce turnover significantly
Can be implemented quickly (45-60 days from contract signing)
Does not replace or otherwise impact employer’s existing health insurance program or any other Client benefits program
Can act as standalone healthcare coverage if employer elects
WHY EMPLOYEES LOVE IT
Immediately increases take home pay by 3% on average
Provides access to significant healthcare benefits, including:
24/7 telehealth
Virtual urgent and primary care with $0 copay
Significant Rx savings
200+ commonly prescribed drugs (free) and an additional 55K+ drugs (discounted)
Hospital indemnity plan
Pays employees up to $1K in cash for each day admitted
Biometric screening
For early detection of heart disease, diabetes and hypertension
Mental health support
Through licensed therapists (phone and video) and 24/7 chatbot
Personalized Preventive Care
Health risk assessments and nutritional programs for employees
NEXT STEPS
01
Book a Call
Get a real time Estimate of Potential Payroll Tax Savings and Increased Employee Take home pay
02
Provide a De-Identified Employee Census
Receive a hard quote on # of eligible employees, payroll tax savings per payroll period and increased take home pay by each individual employee
03
Sign Contract
Contract signing begins 4-6 week implementation
EASY
IMPLEMENTATION
-
Program is implemented seamlessly with little to no involvement needed from employer (all the work is done for you)
Program is Integrated with all well known payroll companies
Program is launched within 4-6 weeks of contract signing
Announcement of program launch is made to employees with full explanation of benefits
Payroll tax savings and increased employee take home pay are realized immediately beginning with first payroll period following program launch
New healthcare benefits for employees are effective immediately
WHAT THE PROGRAM DOES AND DOESN’T DO
What the Program IS
A 100%employee benefit layer on top of existing benefits
Average net take-home pay increase of $67.24 a month for an employee on Plan 1200 for example
A payroll tax saving of $406.20 to $957.00 per enrolled employee per year, net of fees
A preventive healthcare platform with real medical services
No out-of-pocket cost to the employer or employee
What the Program is NOT
A replacement for your major medical insurance
A replacement for dental or vision coverage
A change to any existing Section 125 or HSA plan
An additional premium burden for your company
Something employees have to actively manage
The program supplements your existing benefits. It never replaces or competes with them.
HOW THE PROGRAM WORKS
Pre-Tax Premium
The employee elects a pre-tax premium through payroll (Plan 1200: $1,200/month). That lowers taxable income, so federal, state and FICA withholding all drop in the same paycheck.
Claim Payment Back
The employee receives a monthly indemnity claim payment (Plan 1200: $1,000/month) paid directly to them, tied to one qualifying preventive activity per month.
Net Pay Increase
Plan 1200 result: the employee takes home an average of $67.24 more per month. The employer keeps $681.60 per enrolled employee per year after the admin fee.
WHY THE SAVINGS ARE REAL
Section 125 of the Internal Revenue Code, enacted in 1978, lets an employee elect qualified benefits in place of taxable wages. The elected amounts are excluded from FICA, so neither party pays Social Security or Medicare tax on them. This is the intended result of the statute, not a loophole.
Figures shown are Plan 1200. Plan 900 and Plan 1500 produce different premiums, claim payments and savings, see the benefit schedule. These are examples, currently there up to eight tiers in the program.
IMMEDIATE IMPACT TO EMPLOYEE’S PAYCHECK
*Example: employee earning $31,200/year ($2,600/month), enrolled in Plan 1200
IMMEDIATE FICA SAVINGS FOR EMPLOYER
The employer pays 7.65% FICA on every wage dollar. Wages redirected to a Section 125 benefit leave that base immediately and every cycle.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for, tax, legal or accounting advice. Employers should consult their own tax, legal and accounting advisors before engaging in any transaction. The above is an example using sample information. The program cannot guarantee the same favorable tax outcome in all situations, as federal and state tax laws are continuously changing.
COMPLIANT WITH IRS AND STATE LAWS AND REGULATION
Fully Insured
A real, fully insured fixed indemnity policy underwritten by our carrier — A.M. Best-rated. Not self-funded and not level-funded.
Availability
The hospitalization plan is available in every state where it is offered and renews annually.
Section 125 Documented
Structured under IRC §125, Treasury Regulation §1.125, and IRS Publication 15-B. Plan documents, DOI filings, and a citation-bearing legal memo are available to your CPA or counsel upon request.
HIPAA Compliant
Employee health data is handled in full HIPAA compliance. Census analysis uses anonymised employee IDs only; no names, no SSNs.
ACA/MEC Ready
Does not affect ACA compliance. Where an employer needs Minimum Essential Coverage, a MEC plan can be added.
HR's Total Workload
(1) Provide the census once · (2) approve communication templates · (3) add one payroll deduction code.
THE PROGRAM HANDLES:
All plan documents · employee meetings · enrolment · claims · member services · compliance reporting · renewals
We welcome review by your CPA, attorney or benefits advisor. Send questions in writing and our compliance team will respond directly.
Your workforce. Your numbers.
See the potential impact in real time on a call with us.
Request a focused conversation and an illustrative workforce analysis. No personally identifiable information is required for the initial census review.
No obligation
De-identified census
Clear next steps
Illustrative results, not guarantees. Actual outcomes vary by workforce composition, enrollment, plan tier, payroll data, state, individual tax situation, and applicable law. This site provides general information only and is not tax, legal, accounting, or insurance advice.