How much have you already overpaid the IRS this year?
Section 125 has been federal law since 1978. Every day your business runs without it, you're overpaying the IRS by the amount of FICA you would have saved. Most operators don't realize how much that compounds across the year — enter your headcount on the right and the counter shows it instantly.
- ✓$681.60 / W-2 employee / year — net of all program fees, after CBIZ + HitesmanLaw verification
- ✓Plus a 30–60% Workers' Comp reduction at your next carrier audit cycle
- ✓Plus a structural ~$72/paycheck raise for every participating employee
- ✓Zero out-of-pocket cost · 6–8 week setup · live by next payroll cycle
Payroll Tax Waste Calculator
how much you've already overpaid this year
Today is day 0 of 2026.
Enter your W-2 employee count.
Why this calculation is real, not motivational
The number above isn't a sales gimmick. It's the literal employer FICA you would have saved, prorated to today, if Section 125 had been live since January 1. The math: each W-2 employee enrolled in a complete Section 125 Preventive Care plan reduces the employer's FICA-taxable wages by $1,200/month. At the 7.65% federal employer FICA rate, that's $1,101.60/year of FICA savings per employee. Net of the program's $35/month admin fee, it's $681.60/year. Multiply by your W-2 headcount, multiply by the percentage of the year that's already elapsed, and you have your overpayment-to-date.
On a 50-employee company, that's $34,080 of annual FICA savings — roughly $93/day. By the end of Q1 you've overpaid ~$8,400. By the end of Q2, ~$17,000. By Halloween, $26,000+. None of this is recoverable retroactively — Section 125 reduces future payroll-tax liability starting the first payroll cycle after enrollment, not historical liability. The longer you wait, the more you lose.
Why this isn't a tax loophole
Section 125 of the Internal Revenue Code has been continuously in force since 1978 — older than the Internet, older than direct deposit. Congress wrote it specifically to encourage employers to fund preventive healthcare for American workers via pre-tax compensation structures. The IRS publishes a permanent reference page at IRS.gov describing the framework. The federal statute lives at 26 U.S.C. § 125.
The specific Preventive Care variant that produces the $681.60/employee figure was independently verified compliant in 2025 by CBIZ Advisors LLC (a Top-7 U.S. accounting firm with 135,000+ clients) and HitesmanLaw P.A. (Darcy L. Hitesman, a Super Lawyer-rated ERISA attorney with 35+ years in IRC § 125 practice). The program also carries $500,000 of insurance-backed legal protection per enrolled employer. Full compliance authority page →
What you do next, in three steps
Step 1.Enter your W-2 employee count above to see your exact year-to-date overpayment. The number updates with today's date.
Step 2.Book the free 15-minute analysis call. The tax specialist (a CPA at Virginia Fish's ACA Solutions Hub) runs your exact savings figure live based on your specific industry, headcount, and payroll structure. No pitch, no email gate, no obligation. The output is a number you can take to your own CPA.
Step 3.Bring the result to your CPA. Show them the Hitesman opinion + CBIZ review (both share-able PDFs). They'll confirm the structure is real. Every business in our case studies — including a CEO who is a CPA, a CFO who is a CPA, and a practicing attorney who reviewed every relevant IRS code himself — verified before signing.
Real-world: what the savings actually look like
Black Tiger Transportation (66 W-2 employees, Southern California medical transport): $140,000/year saved, sustained. CEO is a CPA who reviewed every relevant IRS code himself before signing. Read the case study →
Every day Black Tiger's CEO didn't know about Section 125 was a day overpaying the IRS by ~$383. He learned about it, verified it personally, signed up — and the overpayment stopped at the next payroll cycle. The same path is available to you.
Verified by the Best in the Country
Skepticism is the right response. We don't ask you to take our word for it — we bring institutional proof that convinced CPAs, CFOs, attorneys, and insurance brokers to enroll their own companies.
Darcy L. Hitesman, J.D.
35+ years as an Employee Benefits attorney specializing in IRC Section 125, ERISA, HIPAA, and the ACA. Her May 5, 2025 opinion letter concludes: “In this firm's opinion, the Program described satisfies applicable IRS requirements.”
She specifically reviewed the IRS Chief Counsel Advice memoranda on "double-dip" arrangements — the exact schemes the IRS has flagged — and concluded this program is built differently and compliantly.
CBIZ Advisors LLC
CBIZ independently reviewed the program against IRC §§ 125, 105, and 106, plus ERISA, ACA, and COBRA requirements. Their August 22, 2025 letter concludes: “If operated per its provisions, the Program appears to satisfy the requirements of ERISA, the ACA, and COBRA as well.”
This review was commissioned by Affinity Hospice's CEO before enrolling his nationwide organization — and the CFO (himself a CPA) shared the letter publicly in his testimonial.
Direct From the U.S. Government
Section 125 has been in the Internal Revenue Code since 1978. Congress wrote it there specifically to encourage employers to fund preventive healthcare for American workers. This is not a loophole — it is the precise, intended use of a 47-year-old federal law, grounded in IRS Revenue Ruling 69-154, the specific published ruling supporting the benefit payment structure.
→ Verify on IRS.gov — Section 125 Cafeteria Plans ↗Find Out Your Number.
Free. No Pitch. Just Math.
Verified: CBIZ Advisors LLC (Aug 2025) · HitesmanLaw P.A. (May 2025)
$500K legal protection per enrolled employer · IRS Section 125 · Federal law since 1978