The Smarter Way to Increase Cash Flow & Benefits
Boost employee benefits while reducing FICA tax liabilities by ~$640
per employee per year at NO COST to the firm or employee
About SIMERP Advisors
Our Mission
At SIMERP Advisors, our mission is to empower employers with innovative health benefit solutions that increase cash flow while enhancing employee benefits. We strive to reduce healthcare costs while enhancing employee satisfaction through our unique health benefit plans.
frequently asked questions:
A Self-Insured Medical Expense Reimbursement Plan that layers on top of your existing health plan to provide pre-tax, compliance-backed wellness/medical benefits and payroll-tax savings. It’s built on IRS §105/§125 mechanics and integrates with payroll.
Employees fund a 213(d)-qualified wellness premium pre-tax (Section 125/106(a)), then the SIMERP reimburses that same amount dollar-for-dollar, so take-home pay is preserved while the employer (and often the employee) realizes FICA savings.
~$640 in average annual payroll-tax (FICA) savings per participating employee; scale that by headcount (e.g., 8,000 employees ≈ ~$5M/year).
$0.00! There is no net cost to the employer or employee. We collect a $40 per enrolled person fee out of the savings generated to cover the plan expenses which result in the employer a savings of ~$640 per employee per year.
$0.00! There is no net cost to the employer or employee. We collect a $40 per enrolled person fee out of the savings generated to cover the plan expenses which result in the employer a savings of ~$640 per employee per year with no change to the employers take home pay. In fact, some employees get a small bump in their paycheck.
A bundled wellness/voluntary suite (e.g., 24/7 no co-pay virtual primary/urgent care, mental-health support, dental/vision options, 1000+ “no-cost” Rx list, and highly discounted GLP1s) with nationwide access; in many deployments Member + 5 dependents are covered.
Yes—the program is framed around 213(d) medical expenses, Section 125 cafeteria plan rules, and Section 105 reimbursements, with HIPAA/ERISA/ADA considerations noted in your compliance summary.
No. SIMERP is designed to complement (not replace) existing coverage and benefits administration.
Best results typically begin around 25+ full-time W2 employees who work >= 30 hours per week.
Reductions in workers’ comp exposure, fewer sick-day callouts, lower primary-plan claims (cost redirection), and stronger retention/satisfaction.
Contact Us
SIMERP Advisors
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