Let the IRS give your
employees a raise.
Most business owners have never heard of Section 125 — a federal tax code that puts $72 more per paycheck in your employees' pockets and saves you $681+ per employee, per year. Zero cost to you or your employees. Your team gets a raise. You save thousands. The government covers both.
See What You'd Save
5 quick questions · instant estimate · no email required
Minimum 10 W-2 employees · $25K+ salary · ACA-compliant health coverage required
Verified by CBIZ & HitesmanLaw · Zero cost · Zero obligation
Section 125 Plan for Assisted Living & Skilled Nursing Facilities
Senior care facilities — assisted living, memory care, skilled nursing — typically run 30–200 W-2 caregivers per facility. Section 125 layers cleanly on top of the existing benefits stack and delivers six-figure annual savings on facilities of even modest size.
Dan Salceda — a practicing attorney and the owner of Golden Living Point Loma in San Diego — implemented his own legal review of the IRS code before enrolling his 51-employee facility. He saves $120,000/year. The fact that an attorney did his own diligence is the validation most operators in this category respond to.
Senior care WC rates run 5–7% on average. Combined with the FICA savings, a 100-bed facility employing 80 caregivers nets $54,528/year in FICA + roughly $33,600/year in WC reduction — approaching $90K/year total at zero cost to the operator and a $72/paycheck raise for every caregiver.
The math, your headcount
For Assisted Living & Skilled Nursing Facilities (avg WC rate ~6%), the calculator returns your exact net FICA savings + a Workers' Comp reduction estimate by classification. No email required.
→ Run the calculatorWhat this looks like in practice.
“Being a lawyer myself, I implemented a rigorous evaluation — review of tax codes, consultations with CPAs, and securing a robust legal opinion. We proceeded unanimously.”
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 ↗Questions specific to your industry
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Verified: CBIZ Advisors LLC (Aug 2025) · HitesmanLaw P.A. (May 2025)
$500K legal protection per enrolled employer · IRS Section 125 · Federal law since 1978