EHP enables significant payroll tax savings through IRS-compliant FICA reductions. Based on benchmarks, the average annual recovery is $640 per employee. For a company with 300 employees at 85% participation, this translates to $192,000 in FICA savings, $39,600 in insurance offsets, and $26,400 in workers' comp offsets, for a total ROI of around $258,000 (or about $860 per employee). Additionally, EHP's SIMERP model saves employers an average of $1,120 per employee annually in FICA taxes and reduces Workers' Compensation costs up to 30%. Use the calculator above for your estimate.

EHP uses an IRS-approved pre-tax deduction (e.g., $1,220 annually) to reduce federal, state, and Medicare tax liabilities. Your company saves approximately $93.33 per month per enrolled employee in FICA (about $1,120 annually), with non-taxable reimbursements credited back. This is achieved through the SIMERP plan, which converts payroll tax liabilities into compliant benefits without increasing costs.

There are zero out-of-pocket costs. EHP is cost-neutral, with savings starting from the first payroll cycle, making it accessible without upfront investment.

No. This operates alongside existing coverage under §105/§125. Carriers, networks, plan designs, and BOR remain intact. That’s why employers adopt it quickly.

Once approved, setup is fast—often within 2–3 weeks depending on payroll coordination and data availability.

EHP is versatile across industries, particularly benefiting high-turnover sectors like retail, hospitality, and manufacturing with retention boosts and cost savings.

No, EHP is designed for full-time W-2 employees working at least 30 hours per week to ensure compliance with IRS guidelines.

Enrollment starts with a payroll census report submission for eligibility check, followed by simple document setup, employee communications, and activation through EHP's platform.

Employees complete simple wellness activities like health assessments, virtual check-ins, or preventive screenings, tracked via AI to maintain IRS compliance without burden.

Yes, employees can share EHP details with their PCP, as it supplements preventive care and can coordinate with existing medical providers.

Coverage is explicitly for employees with 100% remote and on-site access, but sources do not confirm family inclusion—clarify in your 15-minute briefing.

No, net pay remains unchanged. The pre-tax deduction is offset by non-taxable reimbursements, ensuring no financial impact on employees.

EHP is built on IRS §105/§125 and ERISA alignment, with HIPAA-compliant processes, audit-ready documentation, substantiation logs, and third-party legal opinions. It includes quarterly compliance reviews, annual re-certification, and AI-driven automation to ensure adherence and minimize risks. EHP prioritizes compliance through rigorous training on IRS, ERISA, and DOL mandates, including IRS Section 213(d).

Risks are minimal due to full IRS compliance, legal opinions, and audit-readiness. There's no disruption to existing plans, no costs, and proven outcomes with zero reported downsides in sourced benchmarks across employer groups.

Implemented by licensed third-party administrators with IRS/ERISA/ACA alignment and third-party legal opinions. The plan is audit-ready with documentation for every step.

EHP offers Audit Protection, providing legal and financial support during reviews, along with IRS-ready documentation via its Compliance Concierge service for turnkey SIMERP setup.

No, EHP provides turnkey setup and administration through its Compliance Concierge, eliminating the need for a separate TPA while ensuring IRS-ready documentation and compliance.

EHP employs encryption at rest and in transit, role-based access, and least-privilege controls to ensure HIPAA-compliant data security.

EHP enables significant payroll tax savings through IRS-compliant FICA reductions. Based on benchmarks, the average annual recovery is $640 per employee. For a company with 300 employees at 85% participation, this translates to $192,000 in FICA savings, $39,600 in insurance offsets, and $26,400 in workers' comp offsets, for a total ROI of around $258,000 (or about $860 per employee). Additionally, EHP's SIMERP model saves employers an average of $1,120 per employee annually in FICA taxes and reduces Workers' Compensation costs up to 30%. Use the calculator above for your estimate.

Yes. Savings are driven by payroll tax reallocation (≈ $640 per employee per year on average). No new budget line is required. Insurance and workers’ comp offsets may amplify savings depending on the group.

By promoting wellness and reducing absenteeism through free preventive care, EHP lowers injury risks and claims, potentially reducing workers' comp premiums by up to 30%.

Average ROI is $800–$1,200 per employee annually, combining tax savings, offsets, and productivity gains.

Through before/after payroll evidence, participation metrics, and period-over-period reports provided by EHP.

Benchmarks show 85% participation, driven by no-cost benefits and easy app access.