Employer Login
Employee Login
Schedule Consultation

Employer Value & Savings

Better benefits for your team. A stronger value equation for your business.

ESPA adds practical healthcare access for employees and their families while creating a tax-efficient benefits structure that can reduce applicable employer payroll taxes.

The three benefits, in order

01

Better access for your team

Every enrolled employee, plus the employee’s spouse and dependents, may access 24/7 virtual urgent care, virtual primary care, mental health support, specialist navigation, and prescription benefits through the employee technology portal. Each enrolled employee also receives an annual comprehensive lab panel as a Plan-provided medical service, with no separate employee charge, and an average of $150 a month toward supplemental insurance benefits.
This is what employees see and use. It is the reason engagement and retention improve when the ESPA is in place.
02

Reduced dependency on your major medical plan

When employees use the ESPA for routine and preventive needs, they rely less on the ER, urgent care, and specialist visits. Each of those visits costs the major medical plan something. Over time, fewer of those visits softens claims pressure at major medical renewal.

The ESPA does not directly lower your major medical premium. What it does is move routine care to a separate, lower-cost path so the major medical plan is used for the things it was designed for: hospitalization, major procedures, and ongoing chronic care.

03

Payroll-tax savings from qualifying Section 125 elections

Eligible employees may prospectively elect through the employer’s Section 125 cafeteria plan to satisfy their share of the Employer-Sponsored Medical Benefit.

Qualifying Section 125 elections can reduce wages subject to applicable employer payroll taxes. The resulting payroll-tax savings can help offset the employer’s program costs.

The SIMRP is a separate employer-funded benefit. It is not funded by the employee’s Section 125 election.

Where the two benefits fit

Employer-Sponsored Medical Benefit: qualifying medical services provided through an employer accident or health arrangement. Eligible employees may satisfy their required share through a Section 125 election. Section 106 addresses the employer-provided coverage.

SIMRP: a separately employer-funded medical reimbursement benefit under Section 105(b).

The two benefits are coordinated for the employee but remain separate in their funding and tax functions.

Both benefits work alongside your existing major medical plan. BizPower Benefits provides the plan-document support, technology and administrative infrastructure that make ESPA simpler to put in place.

What you can expect

From your CPA

Your CPA reviews every plan document during setup. We are happy to schedule a joint call with your CPA before any documents are signed.

From your broker

Your broker keeps the major medical relationship. The ESPA does not require rebidding any line of coverage.

From your HR team

Day-to-day plan administration runs through the employer technology portal. Enrollment, employee data changes, and offboarding flow through one system.

From your employees

Whole-family access to virtual care and preventive health benefits is set up at enrollment. Most employees use the plan within the first 60 days.

When savings offset the cost of the plan In many modeled cases, projected payroll-tax savings exceed program administration costs.

Actual results depend on the employer’s workforce and payroll profile. Setup takes about 30 days from contract signature to the first payroll cycle reflecting the plan.

Frequently asked questions

Qualifying Section 125 elections can reduce wages subject to applicable employer payroll taxes. The employer’s payroll-tax savings arise from the employee’s election of the qualified medical benefit, not from funding the SIMRP reimbursement.
Modeled net savings average about $505.20 per employee per year, after plan administration costs. Actual results vary by wage levels, workforce mix, and how many employees elect the Employer-Sponsored Medical Benefit. We model the specific number for your census during the evaluation.
No. Savings depend on employee elections and your payroll structure. We model them during the evaluation using your actual census, and your employer dashboard tracks recovered savings after launch.
There are setup and administration fees. In many modeled cases, projected payroll-tax savings exceed those fees. Your evaluation shows both figures side by side.