Healthcare Costs Seem Beyond Your Control
Your health plan is built on an assumption that doesn't hold.
Most health plans are built to engage employees after symptoms escalate, conditions worsen, and intervention is unavoidable. By the time care begins, the cost curve is already set.
Take advantage of known tax incentives to fund proactive healthcare for employees and drive costs down.
Every Year, the Same Conversation
You've done it for years. Open enrollment is coming, the renewal numbers are in, and they're up... again.
You do the math. You figure out how much the company can absorb and how much has to roll downhill to your employees. Then you schedule the meeting, put on your best face, and explain why their premiums, deductibles, or copays are going up.
Most employees nod, some wince. All of them go home and quietly recalculate their take-home pay.
You don't like it either. But what choice do you have? Healthcare costs rise every year. That's just how it works. You manage it the best you can, by shifting costs, trimming coverage, hoping nobody leaves the company over it, and you move on until next year.
This is the playbook almost every employer is running. Not because it's working. Because nobody's shown them a different one.
There's a different playbook
This Year Is Different
The pressure used to come from one direction. Now it's coming from all of them at once.
Healthcare costs are up. Inflation is still biting. Tariffs are driving up the cost of goods, services, and operations. Your employees are paying more for everything; groceries, gas, housing... and their paychecks aren't keeping up.
And you're about to tell them their benefits are getting more expensive again.
The old moves are running out of runway. You've already raised deductibles. You've already shifted premiums. You've already trimmed the edges of coverage. There isn't much left to cut without cutting into the people you're trying to keep.
Meanwhile, your competitors are fighting for the same talent. The employer who shows up to the next hiring conversation with a stronger benefits story wins. Right now, that might not be you.
This isn't just a benefits problem anymore. It's a margin problem, a retention problem, and a morale problem — all arriving at the same time.
Something has to change.
What If You Didn't Have to Choose?
What if instead of deciding how much pain to pass to your employees this year, you had a structure that reduced your payroll tax costs and improved their benefits at the same time?
That structure exists. It's been available for years. And most employers have never been shown it.
Here's the short version: a portion of what you're currently paying in FICA payroll taxes can be redirected into a compliant employee virtual program reducing your tax obligation while giving your employees access to meaningful healthcare benefits.
No plan replacement. No carrier changes. No disruption to your existing broker relationship. It layers alongside what you already have.
It's fully compliant with HIPAA, ERISA, and ACA regulations.
Next discussion looks different. Instead of explaining what's been cut, you're announcing what's been added. Your employees' benefits improved. Your payroll tax obligation dropped. Nothing about your existing coverage changed.
This is the different playbook.
What's Included
Simple 3-Step Engagement Process
1) Get A Free FICA Savings Analysis
We analyze your current payroll structure and calculate your exact savings opportunity
Zero obligation
2)We Handle the Implementation
Our team sets up your compliant SIMERP structure, integrates it with your existing payroll, and coordinates with EHP/Revive Health. You don't change brokers, carriers, or plans. White-glove service from start to finish.
3)Start Saving—Month One ROI
Your FICA tax obligation drops, your employees gain enhanced benefits (virtual care, free prescriptions, mental health access), and you never pay a penny out of pocket.
The Cost of Waiting
✗ Thousands in Overpaid FICA Taxes Every 90 days you delay costs your company thousands in recoverable tax savings. A 50-person team loses ~$8,000 per quarter.
✗ Falling Behind on Benefits Your competitors are adopting these strategies. Delay means losing talent to companies offering richer benefits at the same pay.
✗ Margin Erosion Rising labor costs + benefit inflation + unnecessary FICA spend = squeezed margins and forced trade-offs you don't want to make.
"When every basis point counts, ignoring a payroll-tax optimization strategy that strengthens employee support while cutting hidden costs is no longer defensible."
Everything This Solution Protects
✓ Immediate Cash Flow Improvement ~$640 per employee back in your pocket annually—recurring savings, month after month.
✓ Stronger Benefits Without Higher Costs Your employees get virtual care, free prescriptions, mental health support, and more—at zero net cost to you.
✓ Better Retention & Morale Competitive benefits keep your best people from leaving. Case study: Albright College saw 57% employee participation and 18% reduction in pharmacy claims in just 4 months.
✓ Lower Workers' Comp Premiums Healthier employees mean fewer claims. Companies report 18-30% reductions in Workers' Comp costs.
✓ 100% Compliant | ✓ 4M+ Members | ✓ Zero Risk Analysis