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Cost Reduction Service

Employer Healthcare Savings

Advanced preventative healthcare savings that reduce payroll cost and improve employee benefits — without changing carriers, without disrupting broker-of-record relationships, and without adding out-of-pocket burden to employees.

$0 Employee Out-of-Pocket No Carrier Change Payroll Tax Savings Compliance Support
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Senior advisor presenting employer healthcare savings strategy to executive leadership

Key Impact

Payroll Tax Reduction

FICA savings through Section 125 structure

Enhanced Benefits Package

Preventative care with zero employee cost

No Carrier Disruption

Existing insurance relationships stay intact

Compliance Framework

Full ERISA, HIPAA, and ACA alignment

How It Works

Preventative Healthcare That Pays for Itself

Most employers assume better benefits cost more. That assumption leaves savings on the table. The SIMERP 125 Plan is a market-leading preventative care solution structured through Section 125 of the Internal Revenue Code — delivering comprehensive health benefits with zero cost to employers and zero out-of-pocket cost to employees.

The structure creates payroll tax savings for the employer while giving employees access to preventative care, telehealth, diagnostic testing, and prescription savings — all without touching the existing health insurance carrier or disrupting broker-of-record relationships.

For employers with 25+ employees, the combined payroll tax savings and benefit enhancement typically creates a net-positive financial position while strengthening the employee value proposition.

What the Program Includes

Preventative Care Access

Annual wellness exams, routine screenings, and diagnostic testing with no copay or deductible.

24/7 Telehealth

Unlimited virtual doctor visits for employees and covered family members — no appointment delays.

Prescription Savings

Discounts on generic and brand-name prescriptions, including mail-order options.

Compliance Coverage

ERISA, HIPAA, and ACA-compliant plan documentation and ongoing support included.

Payroll Tax Advantage

Section 125 structure reduces employer FICA obligation — savings that compound with workforce size.

Employer Impact

Savings That Strengthen the Business

Payroll Tax Savings

Section 125 salary redirection reduces FICA obligation on both sides — employer and employee.

Workforce Stability

Zero-cost preventative benefits reduce turnover pressure and strengthen recruitment positioning.

Reduced Claims Pressure

Preventative care utilization reduces downstream claims on the primary health plan.

No Operational Disruption

Implementation without carrier changes, broker disruption, or administrative overhead.

Who This Serves

Built for Employers Who Want Better Without Disruption

The Employer Healthcare Savings program is designed for organizations that want to strengthen their benefits package without the friction of an RFP process, carrier change, or broker confrontation.

  • 25+ employees on payroll (W-2)
  • Existing health insurance in place
  • Interest in reducing payroll tax exposure
  • Desire to improve benefits without added cost

Common Employer Questions

Does this replace our health insurance?

No. This is a supplemental preventative care benefit that sits alongside your existing carrier — it does not replace, compete with, or disrupt your primary health plan.

Will our broker object?

No broker-of-record change is required. The program integrates without touching broker relationships or carrier contracts. We work alongside your existing advisors.

How quickly can this be implemented?

Most employers complete implementation within 2–4 weeks. The enrollment process is streamlined and supported end-to-end.

Deliverables

What Leadership Receives From the Review

Leadership receives a practical, decision-ready assessment of employer healthcare savings opportunities — clear financial impact analysis, implementation roadmap, and compliance documentation that HR and finance can act on immediately.

Payroll Tax Savings Projection

Quantified FICA savings estimate based on your workforce size, compensation levels, and projected enrollment — showing the direct employer financial benefit.

Section 125 Plan Structure

Complete plan documentation showing how the benefit fits within your existing Section 125 framework — preserving compliance while unlocking payroll tax savings.

Compliance Confirmation

Verification that plan structure aligns with ERISA, HIPAA, ACA, and IRS requirements — so HR and legal can proceed with full confidence in regulatory standing.

Employee Impact Summary

Clear explanation of what changes for employees — $0 out-of-pocket preventative care, no carrier change, no disruption to existing provider relationships.

Implementation Roadmap

Step-by-step timeline from approval to launch — payroll integration, employee communication plan, enrollment window, and compliance milestones.

Ongoing Savings Monitoring

Framework for tracking annual payroll tax savings, enrollment rates, and plan utilization — ensuring savings are realized and sustained year over year.

Process

How the Healthcare Savings Implementation Works

The process is designed to integrate with your existing benefits administration — no carrier changes, no broker-of-record disruption, and no complex system overhaul. Most implementations complete within weeks.

1

Assess

Review current benefits structure, workforce demographics, and payroll configuration — identifying the specific savings opportunity for your organization.

2

Design

Structure the plan within your Section 125 framework — building the compliance documentation, payroll integration approach, and employee communication strategy.

3

Validate

Confirm compliance alignment across ERISA, HIPAA, ACA, and IRS requirements — ensuring the plan structure is sound before any employee communication begins.

4

Launch

Employee communication, enrollment window, and payroll integration — coverage becomes active and payroll tax savings begin immediately for enrolled employees.

5

Monitor

Track payroll tax savings, enrollment, and plan utilization — providing annual review to ensure continued compliance and maximum savings realization.

Savings Indicators

Signs Your Organization Can Benefit

These indicators help leadership understand whether employer healthcare savings through preventative benefit structuring is a meaningful opportunity for their organization.

W-2 Workforce of 50+ Employees

Organizations with 50 or more W-2 employees generate the payroll tax base where Section 125 restructuring creates meaningful FICA savings.

Employer-Sponsored Health Coverage

Organizations that already offer health insurance have the infrastructure to layer in preventative benefits without carrier changes or additional administrative burden.

Rising Healthcare Costs

Organizations experiencing annual health insurance premium increases — preventative benefit structuring can offset some of this pressure through payroll tax savings.

Benefits Package Competitiveness

Organizations competing for talent where benefits differentiation matters — adding $0 employee out-of-pocket preventative care strengthens the total rewards story.

Existing Section 125 Plan

Organizations with an active Section 125 cafeteria plan can integrate preventative benefits with minimal structural change — the infrastructure already exists.

High Claims or Chronic Condition Prevalence

Workforces with significant chronic condition prevalence benefit from enhanced preventative care access — reducing long-term claims while improving employee health outcomes.

Desire for No-Cost Employee Benefit Enhancement

Leadership wants to improve the benefits package without adding to the benefits budget — preventative benefit structuring through Section 125 creates savings that offset or eliminate the program cost.

Compliance-Conscious HR Team

Organizations with HR teams that prioritize regulatory alignment — the plan structure includes full ERISA, HIPAA, and ACA compliance documentation that integrates with existing frameworks.

FAQ

Common Questions

Ready to Review Employer Healthcare Savings?

Schedule a consultation with Blackspire Advisors to review whether your employer healthcare structure may support savings without changing carriers, changing brokers, or reducing employee net pay.

Schedule Consultation

Questions before scheduling?

aleggett@blackspireadvisors.com

(778) 888-4428

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