One structure, two savings. You keep $1,230 per employee, every year. Your employees take home an average of $1,800 more a year. Neither of you pays a dollar to run it.
What if you could cut tens of thousands, hundreds of thousands, even millions off your payroll tax bill every year, put an average of $1,800 a year in every employee's pocket, and pay nothing to do it?
Every dollar of it drops straight to your bottom line.Charged on every dollar of payroll you run.
Employees elect a pre-tax benefit. That election shrinks the wage base.
Tax you never pay. It stays in the business, straight to EBITDA.
The program funds itself.
Your employees elect a pre-tax preventative care benefit. That election shrinks the wage base FICA is charged on, so you and your employees both stop paying tax on that slice. You keep $1,230 per employee, per year. Your employees take home an average of $150 more a month. Your health plan, your carrier, and your renewal are never touched.
This is not a refund, a rebate, or a credit you file for and wait on. It is payroll tax you never pay in the first place. The money simply never leaves the business.
We have enrolled thousands of businesses and millions of employees. Family-owned shops, multi-unit franchises, contractors, clinics, universities, nonprofits, and Fortune 500 companies.
NAMES YOU KNOW, ALREADY ENROLLED
Bergen County, New Jersey
The organizations above have compliance departments, outside counsel, and every reason to say no.They vetted this program, they run it, and they keep running it.
Every one of them ran this through their own legal, tax, HR, and procurement review before a single employee enrolled.
A sample of enrolled organizations. Most clients are under NDA. The program runs the same way for a twenty-person company as it does for these.
Logos are displayed with permission and identify organizations enrolled in the program. That permission covers display only. It is not an endorsement of Peloran & Co, and we are not able to authorize anyone to contact these organizations on our behalf or in connection with this program.
Whether you have 20 employees or 10,000+, we can help you.
MINIMUM 20 EMPLOYEES · NO MAXIMUM NUMBER OF EMPLOYEES · ANY INDUSTRY The process is the same, and the savings per employee and per employer are the same, at every size.A program like this is only worth what the firm behind it can defend. You have probably heard a version of this pitch before, often from people who have never had to stand behind one. Here is what separates us.
Compliance is not a checkbox on this program. It is the entire product.
Full indemnification for program compliance, in every agreement we sign.
A relationship business. Much of our growth comes from clients who send us the next one.
A savings number is only worth what it survives. Here is what sits underneath it, what we carry rather than you, and who else has put it in writing.
This program has undergone extensive legal, tax, HR, and procurement review by industry-leading organizations before a single employee was enrolled.
Eleven years. Thousands of employer groups. Zero compliance issues, and zero claims ever made against this promise. Your protection is our priority, and the record is the proof.
The tax treatment is documented by bodies with no stake in whether you enroll.
The Society for Human Resource Management, representing over 300,000 HR professionals globally, published comprehensive guidance confirming the tax advantages of properly structured Section 125 plans for both employers and employees.
Published by the New York State Society of CPAs, authored by Peter A. Karl III, JD, CPA, a partner at a major accounting firm and Professor of Law and Taxation at SUNY Polytechnic Institute.
What most people tell us is that they wish they had found us sooner.
Your CPA can review every document before anything moves.
See exactly what this program could mean for your organization
$0 to implement. $0 ongoing. Only savings.
Enter your employee count to see your potential annual savings instantly.
Like that number? Get it built on your actual payroll.
A proven structure that has been in the IRS code for nearly 50 years, run the way it has to be run
Section 125 was added to the Internal Revenue Code by the Revenue Act of 1978, and it is where most explanations stop. It is only the wrapper. A Section 105(b) reimbursement plan runs underneath it, and Section 213(d) defines the qualified expenses that plan reimburses. All three have to be run correctly, every pay period, for the number to be $1,230.
Most people who have heard of a cafeteria plan stop at the wrapper, and that is exactly why it so rarely produces a result like this. Section 125 is the structure. It is not the engine.
Any benefits broker can set up a 125. Almost nobody can run one that holds up. How the plan is built decides how much legitimately leaves the taxable base. How it is run decides whether you keep it. Eleven years. Not one audit.
That is why the number is $1,230 and not a fraction of it.
It is a payroll tax structure, and a completely different animal from your benefits stack.
Seen enough? Pick a time, or run your own numbers first.
Your employees take home more money, or build an asset they own. It lands like a raise, and it costs you nothing like one.
The whole life option is underwritten by MassMutual, a mutual insurer founded in 1851 and among the largest in the United States. Employees who choose Option B own a policy from them, not from us.
The same pre-tax election that lowers your FICA raises their take-home pay. Here is what it looks like line by line.
| Paycheck line | Without the plan | With the plan |
|---|---|---|
| Monthly gross pay | $3,250.00 | $3,250.00 |
| Eligible pre-tax election | — | −$1,340.00 |
| Taxable monthly wages | $3,250.00 | $1,910.00 |
| Federal withholding | −$260.00 | −$152.80 |
| Employee FICA | −$248.63 | −$146.12 |
| State withholding | −$195.00 | −$114.60 |
| Total taxes | −$703.63 | −$413.52 |
| Approved medical expense adjustment | — | +$1,198.00 |
| Net pay | $2,546.37 | $2,694.48 |
Illustrative only. Assumes $3,250 monthly gross pay, 8.00% federal withholding, 7.65% FICA and 6.00% state withholding. Medical expense adjustments are payable only for approved, substantiated, unreimbursed eligible medical expenses. Actual results vary by eligibility, payroll, tax rates, plan terms and individual circumstances.
Keep it, save it, or hand it to the IRS. Once employees see it that way, the decision makes itself.
This lands like a raise for your team, at no cost to you.
Thousands of employers, from growing companies to Fortune 500 organizations, have implemented this program
ANNUAL EMPLOYER SAVINGS
Growing tech company with 120 employees. Used savings to fund additional employee perks and retention programs. Employees kept a combined $216,000.
ANNUAL EMPLOYER SAVINGS
Regional healthcare provider with 300 employees. Implemented alongside existing benefits with zero disruption. Employees kept a combined $540,000.
ANNUAL EMPLOYER SAVINGS
City municipality with 3,000 employees. Savings redirected to essential city services and infrastructure improvements. Employees kept a combined $5,400,000.
Organizations including Stanford University, the University of Rhode Island, the University of Maryland, Colgate, Abbott, Humana, Novartis, Bergen County, New Jersey, and the American Heart Association have run this program. Names and marks are the property of their respective owners.
This is a bolt-on solution. It does not interrupt anything you are currently doing, and it costs $0 to implement.
A quick call to walk through the program and answer your questions. Most companies move forward after this call.
We do the heavy lifting. Plan structure, documentation, and compliance. Only three to four total hours of company involvement are required to go live.
We supply the materials and carry the education and enrollment work. Each employee opts in voluntarily, and it takes about two minutes of their time.
Member retention rate across implemented programs. Employees enroll, and then they stay, year after year.
Typically implemented within 30 to 60 days. Your FICA savings start the same payroll cycle that employees see an average of $150 more a month.
$0 cost to your organization. No disruption to existing benefits. No changes to payroll. No burden on HR. Only savings.
Tell us a little about your company, and we will build your savings analysis on your actual payroll census.
Yes. There is no upfront cost, no implementation fee, and no ongoing expense to the employer or employees. Program administration is funded through the tax savings generated. You simply keep your portion of the savings.
No on both counts. This is not an insurance product and it is a completely different animal from your group health plan. It does not touch, replace, or interact with your health insurance, your carrier, your broker, or your renewal. Your 401(k) and every other benefit stay exactly as they are. It runs alongside all of it as a payroll tax structure.
No problem. Approximately 80% of our clients already have a Section 125 plan in place, typically to pay health insurance premiums pre-tax. This program works alongside that plan without changing it. It is not insurance and does not duplicate any of your existing benefit plans. Your current Section 125 plan remains exactly as it is, employers and employees receive the tax benefits without confusion for employees or their families, and we handle the reporting details with your plan administrator.
No. We provide your plan administrator with the information needed for any required annual filings, so your existing plan reporting continues without added work on your end.
No, enrollment is completely voluntary, and that voluntary election is part of what keeps the structure compliant. Because the benefits are tangible and nothing comes out of their pocket, employees enroll and then stay: member retention runs 96% across implemented programs.
Yes, it increases it. Employees take home an average of $150 more a month, which is an average of $1,800 a year, with nothing deducted to pay for it. Employees who prefer an asset can direct that same value into a MassMutual whole life policy with up to $150,000 in coverage that builds cash value over time.
Section 125 was established through the Revenue Act of 1978. It has been part of the IRS tax code for nearly 50 years, and it is the same legal foundation used by FSAs, HSAs, and premium-only plans across America.
It means we contractually stand behind the program's compliance. Comprehensive indemnification is built into every agreement, providing protection and peace of mind.
Most organizations are fully implemented within 30 to 60 days. We handle all documentation, compliance requirements, and the employee enrollment process. Your team's involvement is minimal.
Yes. Most of our clients are under NDA, but case studies and references are available, matched by industry where we can.
Yes, and it is residual rather than a one-time finder's fee. Referral compensation is paid monthly, per enrolled employee, for as long as that company stays in the program. Many of our clients send us the next one, and they keep earning on it. Ask us and we will walk you through the details.
No. The program runs off payroll, not off what you do for a living. Manufacturing, construction, restaurants, retail, professional services, healthcare, transportation, government, nonprofits. If you run W-2 payroll, the structure and the per-employee savings are identical.
Twenty employees. There is no maximum. Whether you run payroll for 20 people or 10,000, the process and the per-employee savings are identical.
You are already sending this money out the door. Run your headcount, see the number, and we will build the analysis on your actual payroll census.
Know another employer who should see this? Ask us about our referral program.
