Reduce Payroll Taxes While
Expanding Access to Care

Advocating for both the employer’s bottom line and the employee’s well-being
Designed to complement your existing benefits — not replace them

For Employers

Reduce payroll tax costs (often ~$600–$700 per employee annually)
Improve retention and employee satisfaction
Reduce absenteeism and productivity loss
Enhance benefits without changing existing coverage
Simple, guided implementation with minimal disruption to operations
No changes to existing benefits or broker relationships

For Employees & Their Families

24/7 virtual urgent and primary care
70+ urgent care medications at no cost
1,000+ maintenance medications at no cost
Live mental health counseling with ongoing support
Weight management and personalized wellness support
Coverage for family members
No co-pays for included services

Why It Matters

What This Could Mean for Your Organization

Organizations we work with often see payroll tax efficiencies in the range of $600–$700 per employee annually, depending on participation and plan design.

For example, an organization with 100 employees could potentially see $60,000 or more in annual savings — while expanding access to valuable healthcare services for employees and their families.

Every organization is different, but many employers are surprised by the level of impact once they see a customized review.

Frequently Asked Questions

Does this replace our current health insurance?
No. This approach is designed to work alongside your existing benefits. Nothing replaces your current health plan or disrupts your broker relationship.

Will this change our broker or current benefits structure?
No. Your current broker and plan remain in place. This simply enhances what you already offer without requiring changes.

How is this different from other programs we’ve seen?
This approach is built around access to actual healthcare services — not cash-based reimbursement models. It focuses on improving access to preventive care, supporting employee well-being, and helping offset rising healthcare-related costs for both employers and their teams.

Is this compliant?
Yes. This approach is structured within established IRS and healthcare frameworks, including a self-insured medical reimbursement structure. It is designed to align with guidelines associated with Sections 125, 105, and 106, and includes documentation that can be reviewed with your CPA or advisor.

Is there a cost to the employer or employees?
The structure is designed to operate at no net cost to both the employer and employees, while many organizations identify meaningful payroll tax savings.

What type of structure does this fall under?
This approach utilizes a Self Insured Medical Expense Reimbursement Program (often referred to as a SIMERP), which operates within established IRS frameworks. It incorporates elements similar to other tax-advantaged benefit structures, while focusing specifically on healthcare access and payroll tax efficiency.

Is this available nationwide?
Yes. The program is available across all 50 states, with services delivered through licensed providers and compliant infrastructure.

How quickly can we evaluate if this is a fit?
Most organizations can get a clear understanding within a brief conversation, including a high-level review of potential impact and structure.

How involved is the implementation process?
Implementation is designed to be simple and guided. Employers provide basic information for an initial review, and the majority of the process is handled through a structured, supported rollout.

Let’s Start a Conversation

See If This Could Be a Fit for Your Organization

If you're exploring ways to strengthen your benefits while reducing payroll-related costs,
a brief conversation is the best place to start. We’ll walk through your current structure and
help determine whether this approach makes sense for your organization

We work with employers across the U.S. to strengthen benefits while uncovering meaningful payroll
tax efficiencies —without changing their existing plans.

Jill E. Mason
Principal | Choice Care Advisors
Partnered with EHP – The Employer’s Choice

Call or Text: 386-290-3744
Email: jill@choicecareadvisors.com

Reduce Payroll Taxes While Expanding Access to Care Advocating for both the employer’s bottom line and the employee’s well-being Designed to complement your existing benefits — not replace them

For Employers

For Employees & Their Families

Why It Matters

What This Could Mean for Your Organization

Does this replace our current health insurance? No. This approach is designed to work alongside your existing benefits. Nothing replaces your current health plan or disrupts your broker relationship.

Will this change our broker or current benefits structure? No. Your current broker and plan remain in place. This simply enhances what you already offer without requiring changes.

Is there a cost to the employer or employees? The structure is designed to operate at no net cost to both the employer and employees, while many organizations identify meaningful payroll tax savings.

How involved is the implementation process? Implementation is designed to be simple and guided. Employers provide basic information for an initial review, and the majority of the process is handled through a structured, supported rollout.