Stop Overpaying the IRS.
Start Giving Raises.

Most business owners have never heard of Section 125, the 1978 federal tax code that legally reduces your payroll taxes by $681 or more, per W-2 employee, every single year. Your employees get $72 more per paycheck. You save thousands. Zero cost to either of you.

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Verified by CBIZ — Top-7 U.S. Accounting Firm (August 2025)
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Legal opinion by HitesmanLaw — Super Lawyer-rated ERISA attorney (May 2025)
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$500,000 legal protection per enrolled employer
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No changes to current insurance · No new carriers · Live in 30–60 days

See What You'd Save

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Minimum 10 W-2 employees  ·  $25K+ salary  ·  ACA-compliant health coverage required
Verified by CBIZ & HitesmanLaw  ·  Zero cost  ·  Zero obligation

⚖️ Federally Funded  ·  Zero Cost  ·  IRS Law Since 1978
IRS Section 125 — Federal Law Since 1978
No New Insurance Required
No Changes to Current Benefits
ACA · ERISA · COBRA · HIPAA Compliant
Live in 30–60 Days
Section 125 for Auto Service Franchises

Section 125 Plan for Auto Service Franchise Owners

Auto service franchises — Maaco, Midas, Meineke, AAMCO, Ziebart, and independent multi-bay shops — sit in a 5–7% Workers' Comp band. A San Diego Maaco operator confirmed a 50%+ WC reduction after enrolling, then referred 26 other Maaco owners.

Peter Capdevielle — a 20-year Maaco franchisee and franchise board member — calls the program "an absolute game-changer for any business owner in America." His 50%+ Workers' Comp reduction at the franchise level was unusual enough that 26 other Maaco owners followed him into the program.

A typical 15-employee auto service shop saves $10,224/year in net FICA + roughly $5,400/year in WC reduction — approximately $15,624/year combined at zero cost. Multi-location franchisees scale linearly: 5 locations × 15 employees = $78,000/year.

The math, your headcount

For Auto Service Franchises (avg WC rate ~5%), the calculator returns your exact net FICA savings + a Workers' Comp reduction estimate by classification. No email required.

→ Run the calculator
Want to see compliance proof first? CBIZ + HitesmanLaw verification →
Real Result

What this looks like in practice.

Auto Service Franchise · San Diego, CA
50%
Workers' Comp reduction

“This program is an absolute game-changer for any business owner in America. Since implementing it, I’ve referred 26 other Maaco owners and will continue to recommend it.”

Peter Capdevielle — 20-Year Maaco Franchisee, Board Member, Maaco Franchise — Peter Capdevielle
→ See the math for your own headcount
Legal & Accounting Proof

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.

HitesmanLaw P.A. · Minneapolis, MN

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.

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Named a Super Lawyer every year since 2000. AV-rated (highest possible rating) in Martindale-Hubbell since 1998.
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Co-author: ERISA Compliance for Health & Welfare Plans (Thomson Reuters/EBIA) — the national compliance standard manual since 1999.
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Member, Technical Advisory Group — Employers Council on Flexible Compensation. She helps set the industry standards for Section 125 plans nationally.

CBIZ Advisors LLC

Top-7 U.S. Accounting Firm · Cleveland, OH · 135,000+ Clients

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.

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Top-7 U.S. accounting firm. 10,000+ employees across 100+ offices. Serves 135,000+ clients nationally.
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Review covers: IRC §125 cafeteria plan, §105/106 wellness benefit rules, ERISA plan asset treatment, ACA integration, and COBRA obligations.
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$500,000 legal protection per enrolled employer · $10,000 per employee participant · Insurance-backed.
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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 ↗
Section 125 — Auto Service Franchises FAQ

Questions specific to your industry

No — Section 125 is implemented at the franchisee entity level. Each LLC or corporation enrolls separately as the W-2 employer. Your franchise agreement does not control payroll-tax structure.
Your WC carrier will see reduced reportable taxable payroll at your next audit cycle and re-rate accordingly. No change in carrier, no change in coverage, no change in coverage classifications — just a lower premium base.
Yes — provided you have 10+ W-2 employees earning $25,000+/year and offer (or your employees have access to) ACA-compliant group health coverage. The savings are mechanical: each enrolled employee saves the employer $681.60/year in net FICA after the program fee, regardless of industry. Your industry mostly determines the size of the additional Workers' Comp savings — at a 5% WC rate, that side of the math can be substantial.
No. The specialist team integrates with whatever payroll provider you already use (ADP, Paychex, Gusto, Rippling, your own internal team, etc.) and the wellness benefits layer on top of your current group health insurance. Your broker relationships, carriers, and existing benefits stay exactly as they are. Section 125 just changes how part of your payroll flows through the IRS.
Setup takes 6–8 weeks from a signed agreement. The first payroll cycle after go-live reflects the reduced FICA tax. Workers' Comp adjustments apply at your next policy renewal cycle, since WC premiums are calculated on reportable taxable payroll.
The program admin fee is $35/employee/month. There is no setup fee, no per-employer subscription, no upgrade tiers. The fee is netted against gross FICA savings — net employer savings are $681.60/employee/year ($56.80/month). The math is identical for every business in every industry.
Three sources: IRS.gov's Section 125 page (the law itself, in force since 1978), the May 2025 HitesmanLaw P.A. legal opinion (8 pages), and the August 2025 CBIZ Advisors LLC review. Both letters are share-able PDFs and are routinely brought to clients' own CPAs before signing — every business in our case studies did exactly that.

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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