Turn payroll taxes you already pay into savings and better benefits.
The average employer recovers about $640 per W-2 employee per year in FICA — automatically, from the first payroll, with no change to coverage or take-home pay.
What ~$640 per employee looks like at scale.
Where the FICA savings come from.
A pre-tax §125 election lowers taxable wages, which lowers the employer's FICA. A §105 reimbursement then returns a matching, non-taxable amount — so employee take-home pay is unchanged, and the employer keeps the savings.
Real savings, no trade-offs.
Cost-neutral — funded by the savings, not a new budget line.
Automatic — shows up as a per-pay-period line-item reduction.
Non-disruptive — no carrier, network, broker, or plan-design change.
Compliant — §105/§125 structure with audit-ready documentation.
Typically $800–$1,200 per employee, per year.
That's the combined value of payroll-tax savings, insurance and workers'-comp offsets, and productivity gains. FICA recovery on its own runs up to about $639 per employee — and every dollar is validated against your payroll.
Before / after payroll evidence
Participation metrics
Period-over-period reporting
A fit if you run US payroll with 25+ W-2 staff.
The ones CFOs ask first.
Is it really cost-neutral?
Yes. Fees and the added employee benefits are funded from the payroll-tax savings, so there's no new budget line.
Does employee net pay change?
No. The pre-tax election is offset by a non-taxable reimbursement, so take-home pay is unchanged.
How is this different from a 401(k)?
A 401(k) defers income tax but not FICA. This §125/§105 structure reduces FICA and adds health benefits — with no change to take-home pay.
Related to payroll tax savings.
Compliance & Audit
Legal opinions, ERISA docs, and audit-ready substantiation from day one.
Explore complianceEmployee Benefits
Free preventive care, prescriptions, telehealth, and wellness — net pay unchanged.
See employee benefitsSee what your business could recover.
A no-cost, 15-minute briefing models the savings for your exact headcount — no plan changes, no obligation.