Better Benefits. No Added Payroll Cost.
Lower payroll tax. Improve employee satisfaction.
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Quick review. No obligation.
Employers Are Reducing Payroll Taxes — Without Increasing Costs
For example, a company with 50 employees can see $30,000+ in annual payroll tax savings.
You want better benefits. You don’t want bigger overhead.
Most employers face the same problem:
You want to offer benefits employees actually value.
But traditional options usually mean higher costs, more complexity, and less flexibility.
There is a better way.
Here’s what our approach can do:
Improve benefits that employees actually value
Increase employee satisfaction
Reduce your payroll tax burden
Create a more efficient compensation structure
This isn't about adding fluff. It's about making existing payroll dollars work harder.
This is where it becomes worth a closer look.
Quick review. No obligation.
A practical strategy with benefits for both employer and employee
When properly structured, this approach will help employers:
reduce payroll tax exposure (each participating employee provides a net FICA tax savings in all cases)
enhance employee benefits AND their participation
offer wellness-related value that employees appreciate
support retention and morale
create a more competitive overall compensation package
How the strategy works
This strategy uses a compliant benefit structure designed to align employer and employee interests.
In simple terms:
employees elect to participate
payroll is adjusted through an approved pre-tax framework
employees gain added wellness benefits
BOTH employer and employees realize payroll tax savings
What that means for your company:
A portion of compensation is reclassified as a qualified healthcare benefit instead of fully taxable wages.
Structure used:
This approach is formally known as a Self-Insured Medical Expense Reimbursement Plan (SIMERP).
All programs are subject to proper design, documentation, and employer eligibility. Results vary based on company size, payroll mix, participation, and implementation.
Employee benefits provided by the program
The SIMERP program provides each employee with 24/7 access to the following services in addition to whatever current medical plan is offered by the company:
✔ 24/7 Telehealth and Urgent care (talk to a doctor in minutes)
✔ Primary care visits within 1–3 days (all doctors are board certified)
✔ Mental health support + virtual counseling
✔ Weight loss + wellness coaching
✔ Prescription access + home delivery
These benefits are offered with $0 deductible and $0 copay and often reduce impact on employee's current medical plan usage.
Impact on Your Business Beyond Savings
This isn’t just about savings—it’s about performance
43% less Absenteeism
19-33% Reduction in Total Healthcare Spend
2.5% Increase in Productivity
10% Higher Job Satisfaction
Statistics based on studies conducted on employers participating in the SIMERP program.
What Participating Employers Are Experiencing
40%-50% utilization rates—Employees (Members) use the program!
High-Impact, low-cost care—Whole person, on-demand care at a fraction of the cost to plan sponsors—including member access to 1,000+ generic medications with $0 copays.
Experienced physicians who know virtual care—U.S. trained, board certified, physicians with 10+ years of clinical experience, specializing in virtual care.
In-house pharmacies—Because our primary provider owns their own pharmacies, members are offered exceptional cost and quality controls.
Proven success and growth—Leading employer plan sponsors trust us to deliver measurable savings and enhanced employee wellbeing.
First-year client ROI—No other provider delivers a more comprehensive solution with measurable returns in year one.
Business impact—Our programs support better absenteeism rates, higher productivity and greater retention and recruiting of talent.
Long-term security— Our primary provider is one of the leading virtual care providers in the nation with strong financial backing and over 30 years’ experience.
At this stage, the main question is whether your company qualifies.
Who this is best suited for
This strategy is often worth reviewing for employers who:
have 20 or more employees
want to improve benefit value without increasing cost
are open to a compliant, structured approach
want to evaluate potential payroll tax savings
care about employee experience and business efficiency
Minimum employee participation is 15. There is no maximum.
The legal Basis for the Program
The legal Basis for the Program
These programs are built within established federal tax law and are designed to integrate with employer-sponsored health plans.
✔ Used by millions of employees nationwide
✔ Reviewed by top law firms and CPAs
✔ Designed to comply with IRS guidelines
(Legal white paper is available on request for your legal counsel, accounting firm or HR manager.)
Start with a no-cost review
Start with a no-cost review
We’ll take a look at your current situation, answer your questions, and help determine whether this strategy appears worth exploring for your company.
No obligation. No pressure. Just a straight forward review.
Just a straightforward conversation about whether it fits.
Prefer to talk first? Call or Text (903) 952-0752
FAQ
Is this health insurance?
Is this health insurance?
No. This is a benefits strategy that works alongside your existing health plan to improve how compensation is treated for tax purposes.
Does every employer qualify?
Does every employer qualify?
No. Qualification depends on company structure, payroll profile, and employee participation. Most employers already offering a health plan can be evaluated. If adjustments are needed, there are cost-effective ways to meet requirements.
Will this save every employer money?
Will this save every employer money?
Yes. We can say that with confidence that every Employer that imlements the program realizes net payroll tax savings. Employers can assume over $600 per employee per year in savings.
A quick review can provide you with a more precise dollar amount in savings.
Is this complicated to implement?
Is this complicated to implement?
No. Once approved, most implementations are completed within about 30 days.
The timeline mainly depends on how quickly basic employee information is provided.
Does this help employees too?
Does this help employees too?
Yes. Employees benefit from added wellness services and may also see increased take-home pay through tax savings.
See What This Could Look Like for Your Company
See What This Could Look Like for Your Company
A brief review will show you whether this makes sense for your business.
Have questions before getting started? Contact us: (903) 952-0752
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