ACA & IRS-aligned payroll tax strategy
Is 15 minutes worth $1,120 per employee each year?
This is not insurance replacement. It’s a payroll tax reduction strategy under IRS and ACA rules. Employers save on FICA; employees get $0 everyday care without changing take-home pay
Invite your CPA or attorney every compliance and tax question answered on the spot. No obligation. No payment requested.
Program highlights
About $1,100 FICA savings per W-2
Zero out of pocket
$0 primary care, urgent care, mental health
1,000+ generic Rx by mail, $0 urgent retai
IRS
ACA
ERISA
HIPAA
ACA & IRS-aligned payroll tax strategy
Is 15 minutes worth $1,120 per employee each year?
This is not insurance replacement. It’s a payroll tax reduction strategy under IRS and ACA rules. Employers save on FICA; employees get $0 everyday care without changing take-home pay
Invite your CPA or attorney every compliance and tax question answered on the spot. No obligation. No payment requested.
Program highlights
About $1,100 FICA savings per W-2
Zero out of pocket
$0 primary care, urgent care, mental health
1,000+ generic Rx by mail, $0 urgent retai
IRS
ACA
ERISA
HIPAA
How the program works in 90 seconds
Savings, payroll flow, and compliance at a glance.
“$1,120 per employee annually”
“$0 out-of-pocket”
“CPA/Attorney welcome”
Why it matters: A shareable primer your advisors can preview before the call.
Who this is for
You’re eligible if all four apply to your business:
10+ W-2 employees
30+ hours per week
$26,000+ annual income
Not on Medicaid CTA: Book your 15-minute eligibility review Note: If any item does not apply: This program is not a fit under current IRS/ACA rules.
Did you know?
Why it matters?
Every dollar trimmed from FICA is cash back to your business.
What are the Outcomes?
Lower payroll tax outlay. Better everyday care for staff.
Zero-copay Everyday care, funded by FICA savings
A compliant pre-tax step lowers taxable wages, reducing employer FICA. Employees receive a matching post-tax reimbursement, keeping net pay the same while gaining $0 everyday care.
Direct-to-care services
Urgent care 24/7, primary care visits, counseling sessions, labs and common generics no claims or deductibles for covered items.
Why it matters
Fast access, fewer small-ticket out-of-pocket surprises.
Predictable & affordable
$0 copays on covered care, funded by employer payroll tax savings (not a tax credit or stimulus).
Why it matters
Reduces routine spend; improves satisfaction and retention.
Fast & compliant
IRS §§125/105 with §213(d) reimbursements; Affordable Care Act (ACA)-aligned support.
Why it matters
Typical setup in 2-3 weeks with audit-ready documents and payroll files.
Zero copays apply up to $250 per employee per calendar year on covered services.
How the structure works
Includes employees and up to six dependents
1
Pre-tax step
A fixed pre-tax deduction lowers taxable wages.
2
FICA Delta
Lower wages reduce the 7.65% FICA outlay.
3
Benefit Access
Employees receive $0 care and included Rx.
4
Reimbursement
A post-tax reimbursement holds net pay flat.
FICA savings calculator (annual & per-employee)
Helper Line: Move the slider to match your eligible W-2 headcount.
Outputs:
Total annual savings
Per employee (annual): $1,120
Benchmarks:
10 = $11,200
50 = $56,000
100 = $112,000
500 = $560,000
Proof Snapshot: 50-employee restaurant group saved ~$56,000/year (illustrative).
Note: If you’d started in 2014, ~$12,320 per employee would already be banked (illustrative).
Disclaimer: Illustrative estimate. Final figures are confirmed during your consultation.
Great fit across industries
Retail & Hospitality: Restaurant groups • Hotels and resorts • Retail chains • Event venues
Professional Services: Law firms • Accounting practices • Consulting companies • Marketing agencies
Healthcare & Wellness: Medical practices • Dental offices • Physical therapy clinics • Veterinary hospitals
Technology & Innovation: Software companies • IT services • Digital agencies • Tech startups
Skilled Trades & Manufacturing: Construction companies • Electrical contractors • Plumbing services • Manufacturing facilities
Real Estate & Finance: Real estate brokerages • Insurance agencies • Financial planning firms • Property management Wrap-up: If your business has employees and pays FICA taxes, you can capture meaningful savings while offering $0 everyday care.
Included at no out of pocket cost
1,000+ generic prescriptions with $0 copays*
12 mental health counseling visits each year
Unlimited 24/7 urgent care
12 primary care visits each year
Weight health coaching
Employee plus up to six dependents
$0 out-of-pocket explained simply: Employees elect a fixed pre-tax amount and receive a matching post-tax reimbursement. Take-home pay stays the same. Employer retains the FICA savings ($1,120 per employee annually).
Zero copays apply up to $250 per employee per calendar year on covered services. Items vary by program; see benefit guide and formulary for details.
Why use these benefits?
For employers
About $1,100 FICA savings per W-2
Improved retention and hiring appeal
Enhanced package without new premiums
For employees
No cost primary care, urgent care, mental health
No change to take home pay
Fast access for families
Built for compliance, end-to-end
IRS §§125/105 with §213(d) reimbursements; aligned with ERISA, HIPAA, and the Affordable Care Act (ACA).
IRS §125
IRS §105
IRS §213(d)
ERISA
HIPAA
ACA
Why it matters: Clear statutory footing and plan documents reduce audit risk and payroll friction.
Frequently Asked Questions
Is this legal and compliant?
Yes. The structure pairs a §125 pre-tax election with a §105 medical reimbursement plan, with reimbursements tied to §213(d) eligible expenses and ACA-aligned support. ERISA plan documents and HIPAA protections apply. We provide audit-ready documentation.
Does this cost us or our employees anything?
No. There is no payment requested from you or your employees; fees are carrier-paid under this structure.
Is this the same as “wellness indemnity” plans flagged by the IRS?
No. This is not an indemnity product. We do not pay per-visit cash benefits or use gift cards. It’s a compliant payroll structure (Cafeteria §125 + §105 MRP) with §213(d)-substantiated reimbursements and ACA-aligned coverage.
Will employees’ net pay change?
No. Employees receive a post-tax reimbursement equal to the pre-tax election, so take-home pay stays the same. Your FICA outlay decreases, creating the employer savings.
Do we need nondiscrimination testing?
Yes. §125 plans require NDT. We support standard testing and eligibility gating to keep the plan compliant across classes.
What happens if we’re audited?
We supply plan adoption documents, §125 POP, §105 plan, SPD, MEC evidence, payroll mapping logs, reimbursement substantiation, and communications history and we coordinate with your advisors.
How does this affect my current health plan?
It doesn’t replace major medical. It stacks on top and remains ACA compliant.
What happens on the 15-minute review
Criteria
10+ W-2 employees, 30+ hours/week, $26,000+ annual income, Not on Medicaid
We’ll cover
Revalidate eligibility and savings
Walk through payroll setup and compliance
Answer your final questions
Invite your CPA or attorney
No payment requested from you or your employees
Why decide now?
Every payroll cycle left unchanged leaves savings on the table.
Reassurance
This program stacks on top of your current plan which mean no plan change required.
You owe it to your business and employees to take advantage of this compliant program.
Two ways forward
Option 1 - Do nothing
Nothing changes, and the savings remain on the table each payroll cycle.
Option 2 - See if you qualify
(Recommended) If you meet the criteria, book a 15-minute consultation. Invite your CPA or attorney. No obligation. No payment requested.
You owe it to your business and employees to take advantage of this compliant program.
Ready to review your savings?
Pick a slot and bring a recent payroll report. We’ll build a savings model on the call.
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Phone: (844) 431-0089
Email: [email protected]
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