This is a tax-optimized structure within existing U.S. legislation (Section 125) that allows employers to reduce unnecessary payroll taxes (FICA) without changing their current benefits, broker, or systems.
Simply put: the same costs, structured more efficiently.
Yes.
The structure is based on Section 125 of the Internal Revenue Code and has been used for decades.
It is fully compliant, legally reviewed, and supported by specialized compliance partners.
No gray area—this is existing legislation, applied intelligently.
No.
Your current broker, health plan, and payroll remain unchanged.
This runs in parallel without disrupting what already works.
On average:
Example: 100 employees ≈ $63,900 annually
If there are no savings, you pay nothing.
No.
The entire process is handled end-to-end:
analysis, setup, implementation, and ongoing management.
Minimal time investment required from the employer.
Typically 2 to 6 weeks, depending on company size and documentation speed.
Yes, positively.
Employees often see higher net income and improved structure around medical expenses, without changes to their existing benefits.
Any tax structure must be properly implemented.
This approach is compliance-first, with full legal documentation and ongoing oversight.
The risk is not in the law, but in poor execution, which is exactly what is prevented here.
Typically companies with 50–1000+ employees, operating with W-2 employees and paying payroll taxes.
Because it’s relatively unknown, often explained poorly, and not actively promoted by traditional advisors.
This is not new legislation, just underutilized.
A short, no-obligation analysis to determine: