Preventive Care Access
Payroll Tax Review
Employer Impact Analysis
Employer-Sponsored
Human Capital Solutions

Employee Preventative Health Care & Wellness

Our team helps employers review preventative healthcare and workforce-benefit structures that may support employees while identifying properly structured savings opportunities. A confidential review determines the specific fit for your workforce composition, eligibility structure, and payroll profile.

Illustrative Employer Impact
For qualifying businesses with W-2 employees
Workforce Size
Savings Reviewed Case by Case
Confidential Analysis
Request Confidential Consultation Explore All Human Capital Solutions

Who This Serves Best

Businesses with W-2 Employees

Employers paying FUTA, FICA, or state unemployment taxes may benefit from a confidential review of their payroll structure and eligibility.

Organizations Seeking Cost Reduction

Companies looking to offset rising benefit costs without compromising employee health coverage.

Those with Existing Health Plans

Designed as a complement to existing ERISA plans—not a replacement—filling coverage gaps at no added cost.

PE/VC Portfolio Companies

Additive benefits without added overhead—ideal for portfolio operators optimizing P&L while enhancing retention.

What SIMERP 125 Is

A Section 125 Preventive Care Plan — Not Insurance

A Section 125 cafeteria plan structure may be used to deliver a preventive care benefit. This is not an insurance product and a confidential review can determine whether the structure aligns with your organization's existing benefits framework.

Under a properly structured arrangement, a portion of employee wages may be redirected through a pre-tax salary reduction mechanism. Employees may access preventive care, and employers may identify payroll-related savings opportunities—a confidential review determines the specific economics for your workforce composition, eligibility structure, and payroll profile.

The Core Distinction

Most employer health benefits cost the employer while providing value to the employee. A properly structured Section 125 preventive care arrangement may deliver value to both — potentially creating payroll-related savings opportunities for the employer while improving preventive care access for the employee.

Why This Is Different

Not Insurance — No Carrier Risk

The structure may not involve traditional insurance premiums, underwriting, or coverage denials. Benefits may be accessed through participating provider networks—a confidential review determines the specific structure and fit for your organization.

ERISA-Compatible — Complements Existing Plans

SIMERP 125 is designed as a supplementary layer, not a replacement. It fills coverage gaps without disrupting your current ERISA plan design, benefits elections, or compliance structure.

Favorable Economics Potential

Potential payroll tax savings may be meaningful for employers with eligible W-2 employees. A confidential review determines the specific economics for your workforce composition, eligibility structure, and payroll profile—no two employers are identical.

Streamlined Administration, Confidential Review

Our team coordinates plan documentation, enrollment support, and compliance guidance. The employer's role is to review and approve—a confidential assessment determines specific fit and impact.

Per-Employee Tax Savings Breakdown

Federal Payroll
FUTA component
FICA/Medicare
Employer portion
Confidential Review
+ State Unemployment

Important: Tax savings depend on each employee's wage level, eligibility, applicable federal and state tax rates, and plan design. State unemployment tax savings vary by state. All figures are illustrative and should be reviewed case by case—a confidential review produces your specific projection.

Illustrative Impact

What This Looks Like at Scale

The math compounds quickly. Here's the employer-level impact for common workforce sizes.

Workforce Size

Potential Impact Range

Review Complexity

Employer Review

Under 25
Modest
Standard
Confidential
25–100
Meaningful
Moderate
Confidential
100–500
Significant
Detailed
Confidential
500+
Substantial
Enterprise
Confidential

Important: Impact depends on workforce composition, eligibility, payroll structure, and program design. Illustrative savings depend on each employer's specific circumstances and should be reviewed case by case. No two employers are identical—a confidential review determines the specific projection for your organization.

Get Your Specific Projection
How It Works

A Section 125 Preventive Care Plan — Advisory Review

SIMERP 125 leverages Section 125 of the Internal Revenue Code to structure a preventive care benefit that may create payroll-related savings opportunities for qualifying employers. A confidential review determines specific fit and impact for your workforce composition, eligibility structure, and payroll profile.

Mechanics

Section 125 Pre-Tax Structure

The plan utilizes a cafeteria plan structure allowing employees to receive preventive care benefits through pre-tax salary reductions. This reduces taxable wages, lowering both employer and employee FICA obligations.

Tax Impact

Payroll Tax Reduction

By reducing taxable wages through the Section 125 mechanism, employers may see payroll tax savings on FUTA, FICA, and state unemployment taxes—depending on workforce composition, eligibility, wage levels, and applicable rates.

Benefit

Comprehensive Coverage

Employees may access preventive care including primary care, urgent care, mental health services, and prescription coverage. Employer economics depend on workforce composition, eligibility, payroll structure, and program design—a confidential review determines the specific impact.

Why This Differs From Traditional Health Plans

No premiums, deductibles, or co-pays for preventive care services covered under the plan.

Complements existing plans rather than replacing them—filling gaps in coverage without disrupting current benefit structures.

Potentially favorable employer economics from day one—potential payroll-related savings opportunities may be meaningful. A confidential review determines specific impact for your organization.

Not insurance—complementary structure—the plan is designed as a supplementary benefit, not insurance. Fit and liability considerations should be reviewed case by case.

Illustrative savings reviewed case by case
FUTA
Federal Unemployment
FICA
Social Security & Medicare
State Unemployment
Varies by state
Reviewing employee benefits documents with HR and finance leaders to identify workforce savings opportunities
Confidential Review

Your Workforce, Your Numbers

Every employer's situation is different—workforce size, wage distribution, existing benefit structure, state tax rates, and eligibility patterns all affect the potential impact. A confidential review with our team produces a specific projection based on your actual data.

No two employers receive the same result. The review examines your payroll profile, identifies qualifying employees, calculates applicable federal and state tax savings, and determines whether SIMERP 125 is a fit for your organization—all before any implementation decision.

Request a Confidential Review
Decision Framework

When SIMERP 125 Creates the Greatest Impact

The plan delivers the strongest value in specific operational and financial contexts. Understanding these conditions helps determine whether this solution is the right fit for your organization.

Workforce Signal

Meaningful W-2 Headcount

Organizations with 10+ eligible W-2 employees generate sufficient tax savings to make implementation worthwhile. The ROI improves proportionally with workforce size.

Benefits Signal

High-Cost Coverage Gaps

Companies whose high-deductible health plans leave employees underutilizing preventive care benefit from removing cost barriers to essential services.

P&L Signal

Margin Pressure

Organizations seeking to reduce benefit costs while maintaining or improving employee satisfaction—without capital expenditure or ongoing administrative burden.

Retention Signal

Talent Retention Challenges

Businesses competing for talent where enhanced benefits packages improve retention without increasing cash compensation or headcount overhead.

Compliance Signal

ERISA Plan Compatibility

Organizations with existing compliant ERISA health plans seeking supplementary benefits that don't conflict with current plan designs or regulatory compliance.

Portfolio Signal

PE/VC Portfolio Management

Portfolio companies where operational improvements without capital outlay support EBITDA optimization while maintaining employee satisfaction metrics.

Not sure if SIMERP 125 is right for your situation?

Request a Confidential Assessment
Coverage Details

What's Included in the SIMERP 125 Plan

A comprehensive preventive care benefit covering the services employees use most. Cost structures depend on program design, eligibility, and plan structure—a confidential review determines the specific options available for your workforce.

Confidential Review
Preventive Care Options
Prescription Access
Plan Design Options

Urgent Care

Immediate access to urgent care facilities for non-emergency medical needs—without the ER wait times or costs.

100% Covered

Primary Care

Comprehensive primary care physician visits including annual physicals, wellness checks, and chronic condition management.

100% Covered

Prescription Coverage

Access to 1,000+ preventive care prescriptions at no cost, covering common medications for chronic and acute conditions.

1,000+ Medications

Mental Health

Behavioral health services including therapy consultations, mental wellness resources, and substance abuse support.

Full Support Included

Weight Management

Physician-supervised weight loss program including consultations, body composition analysis, and qualifying medications.

Doctor-Supervised

Digital Convenience

Easy online scheduling, virtual care options, and a mobile-friendly member portal for managing appointments and prescriptions.

Digital-First Access

Additional Employer Benefits

  • No implementation costs or setup fees
  • Minimal ongoing administrative requirements
  • Favorable workers' compensation implications through early intervention

Additional Employee Benefits

  • Potential favorable cost structure for covered services
  • No disruption to existing health plan coverage
  • Enhanced access to preventive care without financial barriers
Implementation Process

How SIMERP 125 Implementation Works

A streamlined onboarding process designed to minimize disruption while maximizing speed-to-value. Most implementations are complete within 30-60 days.

01

Eligibility Assessment

We evaluate your workforce composition, existing benefit structure, and tax profile to confirm SIMERP 125 suitability and projected savings.

  • W-2 employee count review
  • Current plan compatibility check
  • Tax savings projection
02

Plan Documentation

We prepare all required Section 125 plan documents and ensure ERISA compliance, handling the administrative complexity on your behalf.

  • Plan document preparation
  • Employee enrollment materials
  • Compliance documentation
03

Employee Enrollment

We manage the enrollment process, communicating with employees and ensuring high participation rates through clear, professional outreach.

  • Employee communication
  • Enrollment tracking
  • Benefit portal setup
04

Active Management

Ongoing support includes enrollment maintenance, compliance updates, and periodic reviews to maximize your tax savings over time.

  • Annual compliance review
  • New hire onboarding
  • Tax savings tracking

Typical Timeline

Week 1-2
Eligibility Assessment & Documentation
Week 2-3
Plan Setup & Compliance Review
Week 3-4
Employee Enrollment Campaign
Week 4-6
Go-Live & First Tax Savings

What to Have Ready

Preparing the following information will accelerate your implementation timeline:

Current employee headcount by W-2 status
Existing health plan documentation (if applicable)
Current payroll tax expense summary
HRIS/payroll system access for enrollment
Designated HR contact for implementation coordination
Confidential Review
Confidential Review
Savings Reviewed*
Annual Tax Savings
Per Employee
Program Availability
What's Included

Preventive Care That May Be Included

Depending on program design, covered services may be accessed with favorable cost structures—reducing financial barriers to essential healthcare. A confidential review determines the specific services and cost structure available for your workforce.

Urgent Care

Immediate access to urgent care facilities for non-emergency medical needs—without ER costs or wait times.

100% Covered

Primary Care

Annual physicals, wellness visits, and chronic condition management with your choice of primary care physician.

100% Covered

Prescription Coverage

Access to 1,000+ preventive care medications covering chronic and acute conditions—at no out-of-pocket cost.

1,000+ Medications

Mental Health

Behavioral health services including therapy consultations, wellness resources, and substance abuse support.

Full Support Included

Weight Management

Physician-supervised weight loss program with body composition analysis and qualifying medications.

Doctor-Supervised

Digital Access

Easy online scheduling, virtual care options, and a mobile-friendly member portal for managing care.

Digital-First Access
Value Proposition

Employer Benefits That Extend Beyond Traditional Health Plans

The SIMERP 125 Plan is designed as a complement to—not a replacement for—your existing employer health plan. It may fill coverage gaps while creating potential payroll-related savings opportunities. A confidential review determines the specific fit for your organization.

With negligible implementation costs, minimal ongoing administration, and potential payroll-related savings, this preventive care structure may offer value for employers committed to both employee wellness and operational efficiency. A confidential review determines fit.

Confidential Review
Savings depend on workforce composition and eligibility—reviewed case by case

No Conflict with Existing Plans

Works alongside current employer health coverage without replacement or coordination issues. ERISA compliance maintained.

Workers' Compensation Impact

Preventive care access enables early intervention, which can favorably impact workers' compensation claims and costs over time.

Payroll Tax Reduction

Payroll-related savings opportunities* on FUTA, FICA, and state unemployment taxes. Savings depend on workforce composition, eligibility, and payroll structure—a confidential review determines specific impact.

Employee Retention

Comprehensive health benefits with favorable cost profiles may enhance employee satisfaction, wellness outcomes, and retention metrics.

Leadership team reviewing employer workforce savings projections and benefits program analysis
Next Steps

Review Your Organization's Fit

SIMERP 125 may create meaningful payroll-related savings opportunities for your organization. The specific impact depends on workforce composition, eligibility, payroll structure, and program design—a confidential review examines each factor against your actual data.

Our team provides a structured, senior-level review that determines fit before any implementation decision. The process is confidential, clearly scoped, and designed to respect your time.

Request Confidential Review Explore Workforce Savings

Ready to Reduce Costs While Protecting Your Workforce?

Schedule a confidential consultation to explore how SIMERP 125 may create payroll-related savings opportunities while supporting comprehensive preventive care for your employees. A confidential review determines fit for your organization.

Request Confidential Consultation View All Services
100% Confidential
No Obligation
Senior-Level Advisors