What gets in the way of a visit
Even with a group plan, a same-day visit can mean a deductible, a wait, or both.
For employers with 5 or more W-2 employees
Keep your health plan. Add payroll-tax savings and virtual care at $0 out of pocket.
Eligible employers can save up to $639 per employee per year in payroll tax. Employees can take home up to $1,900 more, with no change in gross pay, and the included virtual care is $0 out of pocket. Your broker and carrier stay with the plan.
This is a marketing estimate, not a quote. Figures assume 100% employee participation. Actual savings depend on payroll, plan design, and employee participation. Not tax or legal advice.
Illustrative savings estimate
up to $639,000
Employer payroll-tax (FICA) savings per year for 1,000 employees, at up to $639 per employee per year.
This is a marketing estimate, not a quote. Figures assume 100% employee participation. Actual savings depend on payroll, plan design, and employee participation. Not tax or legal advice.
Illustration only. Not a chart of your results.
How the program works, in 24 seconds.
A short look at the payroll change and the care that sits beside your group plan.
The group plan stays. Included virtual care does not wait on a deductible.
What this adds beside it
Virtual care at $0 out of pocket, and a Section 125 contribution that can lower the payroll tax on the wages it covers.
What happens after you book a census call.
You do not send a census to get on the calendar. The Section 125 page explains the tax rules behind the program.
01
Book a call
Share headcount, your name, work email, phone, company, and whether you have a group plan. No census file yet.
02
Talk it through
We walk through how the program works and take your questions. Bring your broker if you want.
03
Census, only if you want a proposal
If you want numbers for your workforce, we tell you what the census should include. You choose whether to send it.
04
Review before anything moves
You get a savings and care-access proposal. Nothing is implemented until you and your advisors have reviewed it.
The company can pay less in payroll tax. Employees can take home more, and included virtual care is $0 out of pocket.
Payroll tax, beside the plan you run.
The savings figure is a marketing estimate. Your proposal is where the assumptions get checked.
- Up to $639 in employer payroll-tax savings per employee per year. Marketing estimate, assumes 100% participation.
- Your group health plan, broker, and carrier stay.
- Built for employers with 5 or more W-2 employees.
- Enrolled employees complete at least one qualifying wellness activity a year.
This is a marketing estimate, not a quote. Figures assume 100% employee participation. Actual savings depend on payroll, plan design, and employee participation. Not tax or legal advice.
2K+ groups. Urgent care every day. 1,000+ maintenance medications at no cost.
2K+ employer groups are enrolled, virtual urgent care is open every day of the year, and employees get 1,000+ maintenance medications at no cost, plus free urgent care medications at 70,000+ pharmacies.
2K+
Employer groups enrolled.
24/7
Virtual urgent care for participating members, every day of the year.
1,000+
Maintenance medications at no cost, plus free urgent care medications at 70,000+ pharmacies.
What you will want answered before you book the call.
The Section 125 page walks through the tax rules. When you are ready, book a census call.
- Is this insurance?
- No. It is a standalone supplement that sits beside your group health plan. It does not replace that coverage.
- Does it replace our health plan, broker, or carrier?
- No. Your plan, your broker, and your carrier stay.
- Who is it for?
- Employers with 5 or more W-2 employees. You do not send a census to book a call. If you later want a proposal, the census comes after, and only if you choose to share it.
- Will employee take-home pay change?
- It can go up by as much as $1,900 per employee per year, with no change in gross pay. A portion of pay is contributed pre-tax under Section 125, then returned as a tax-free medical reimbursement under Section 105. That figure is a marketing estimate and assumes 100% participation. Actual results depend on payroll, plan design, and participation.
- Does this eliminate taxes?
- No. It changes how some compensation is treated under existing law. It does not eliminate tax obligations. Your tax advisor should review any proposal before you implement it.
- What do we send to book a call?
- Your W-2 headcount, name, work email, phone, company name, and whether you have a group health plan. Then you pick a preferred weekday time.
Plain language
Guides for the benefits questions employers search.
All guides on a Section 125 plan, a cafeteria plan, a premium only plan, Section 105, FICA, and the FAQ.
- Section 125 plan
The pillar page: what it is, how to set one up, and how Section 105 fits.
- What is a cafeteria plan?
The written plan behind the phrase people also call a Section 125 plan.
- What is a premium only plan?
The smallest cafeteria plan: pre-tax payment of the employee's health premium.
- What is a Section 105 medical reimbursement plan?
The reimbursement rule that sits next to a Section 125 election.
- What is a Section 125 plan document?
What the writing has to cover, and what is missing if payroll is the only record.
- What are the Section 125 cafeteria plan rules?
Elections, qualified benefits, use-it-or-lose-it, and the nondiscrimination tests.
- How does a Section 125 plan change FICA?
A worked illustration of the 7.65% employer and employee tax, labeled as an illustration.
- What is a corporate wellness program?
What the phrase means, and the virtual care Employer Health Plus includes.
- What is the difference between Section 105 and Section 125?
Section 125 is the choice between cash and qualified benefits. Section 105 is the medical reimbursement rule.
- What are the disadvantages of a Section 125 cafeteria plan?
Election lock-in, forfeiture on some benefits, a written plan, and nondiscrimination testing.
- How do you set up a Section 125 plan?
Adopt a written cafeteria plan before day one, then match payroll to the elections.
- What are pre-tax benefits?
Amounts taken from pay before tax when a Code section allows the exclusion.
- What is Section 125 nondiscrimination testing?
Checks on whether a cafeteria plan favors highly compensated or key employees.
- Section 125 FAQ
Shorter answers on writing, mid-year changes, use-it-or-lose-it, testing, and Form 5500.
Book a census call when you want the Section 125 and Section 105 structure checked against your own payroll.