Reduce employer payroll tax exposure through benefit restructuring
1
Eligibility Review
We verify your business qualifies based on employee count, payroll structure, and benefit eligibility requirements.
2
Savings Analysis
Specialists analyze your payroll data to calculate potential savings and design a customized benefit plan.
3
Implementation
Your benefit plan is set up with proper documentation. Ongoing support ensures continued compliance and savings.
What is the FICA Savings Program?
The FICA Savings Program restructures a portion of employee compensation into qualified benefits that are exempt from FICA taxes. This reduces the taxable wage base for both employer and employee FICA contributions while providing valuable benefits to your team.
IRS-Compliant — Uses established Section 125 cafeteria plan rules
Any size business — From small companies to large enterprises
Enhanced benefits — Employees gain access to health and wellness programs
No payroll change required — Works with your existing payroll provider
Ongoing savings — Benefits continue year after year
Employee Benefits Included
Your team gains access to valuable health and wellness programs at no additional cost
Telemedicine Access
24/7 access to licensed physicians via phone or video. Employees and their families can get medical advice, diagnoses, and prescriptions without office visits.
Mental Health Support
Confidential counseling services and mental wellness resources. Includes therapy sessions, stress management tools, and employee assistance programs.
Preventive Care
Health screenings, wellness checkups, and preventive services. Early detection and regular monitoring help employees stay healthy and productive.
Family Coverage
Benefits extend to spouses and dependents. The whole family gets access to telemedicine, mental health resources, and wellness programs.
Prescription Discounts
Significant savings on prescription medications at major pharmacies nationwide. Includes both generic and brand-name drugs.
Vision & Dental Savings
Discounted rates on eye exams, glasses, contacts, and dental procedures. Access to nationwide provider networks.
These benefits help attract and retain quality employees while generating tax savings for your business.
Compensation structures can include qualified benefits that may lower the base used for calculations. Proper setup ensures everything stays within guidelines.
Same rate, applied to an adjusted base.
What We Provide
Full eligibility assessment
Projected numbers
Setup roadmap
Paperwork support
Optional continued assistance
Who Wins?
For the Company
Cost optimization
Better retention
Enhanced offerings
For the Team
Health services
Wellness perks
Extra coverage
Request Your Free Analysis
Fill this out and we will confirm eligibility and provide an estimate.
Frequently Asked Questions
On average, businesses save $1,100 per W-2 employee per year in reduced FICA payroll taxes. For a company with 50 employees, that's $55,000 annually. The exact amount depends on your specific payroll structure and eligibility.
Your business needs a minimum of 10 full-time W-2 employees who work 30+ hours per week and earn at least $26,000 annually. There's no maximum employee limit. Both for-profit businesses and 501(c)(3) nonprofits can qualify.
Yes. The program uses a CIMRP structure (not a fixed indemnity plan), which is fully compliant with IRS guidelines. The program is backed by Deloitte for calculations and Baker Donaldson for legal opinion. There have been no direct audits, clawbacks, or penalties on CIMRP programs.
No. Employee net pay remains exactly the same. In fact, employees also benefit from reduced FICA taxes on their end (typically $500-600/year savings) while gaining access to valuable wellness benefits at no cost to them.
Employees get comprehensive wellness benefits including: unlimited virtual urgent care, 12 primary care and mental health visits per year with no copays, pharmacy and prescription benefits, and wellness support. Benefits extend to employees plus up to 6 dependents at no additional cost.
No. The program works with your existing payroll provider — ADP, Gusto, Paychex, or any other system. Implementation requires coordination with payroll, but no system changes are necessary.
No. This is not a replacement for major medical insurance. The wellness benefits work as an add-on alongside your existing health coverage, providing additional value to employees while reducing your payroll tax burden.
There are no out-of-pocket costs to implement the program. The savings from reduced FICA taxes more than cover the cost of providing the employee benefits. Most businesses see positive cash flow from day one.
Yes. 501(c)(3) nonprofit organizations qualify for the program. While nonprofits are exempt from income tax, they still pay FICA payroll taxes and can benefit from the same savings as for-profit businesses.
The program includes audit protection coverage — up to $500,000 for the employer and up to $10,000 per individual employee. This covers legal fees for any audits, though direct audits on CIMRP programs have never occurred.
No. This is a payroll restructuring strategy that reduces your ongoing FICA tax liability. There's no borrowing, no repayment, and no application process like PPP or ERC. The savings are permanent and continue year after year.
Most businesses are fully implemented within 2-4 weeks after completing the eligibility review. Our specialists handle all the documentation and coordination with your payroll provider to ensure a smooth transition.
FICA stands for Federal Insurance Contributions Act. It's the payroll tax that funds Social Security and Medicare. Both employers and employees pay FICA taxes — currently 7.65% each (6.2% Social Security + 1.45% Medicare). This program legally reduces the taxable wage base, lowering FICA contributions for both parties.
No. There are no industry restrictions. Any business that pays FICA payroll taxes and meets the employee requirements can qualify — including retail, manufacturing, healthcare, professional services, construction, hospitality, and more.
Savings begin immediately once implemented. You'll see reduced FICA taxes every payroll cycle — whether that's weekly, biweekly, or monthly. Unlike tax credits that require waiting until tax filing, these savings show up in real-time on each payroll run.
No. Only full-time W-2 employees working 30+ hours per week and earning at least $26,000 annually qualify for the program. Part-time employees, 1099 contractors, and seasonal workers are not eligible.
Employees receive valuable wellness benefits at no cost to them — virtual healthcare, mental health support, pharmacy benefits, and coverage for their families. This enhances employee satisfaction and loyalty, making your company more competitive in recruiting and reducing turnover costs.
ERC and PPP were one-time government programs with complex eligibility and application processes. The FICA Savings Program is an ongoing payroll strategy — not a government grant or loan. There's no application to a government agency, no repayment, and the savings continue year after year as long as you maintain the program.
We'll need basic information about your business: employee count, payroll structure, and current benefits. Our specialists handle all the heavy lifting — plan documents, compliance paperwork, and payroll coordination. You don't need to gather extensive documentation upfront.