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 Janitorial & Cleaning Services
Janitorial and commercial cleaning operations run high-headcount W-2 workforces with WC rates in the 5–7% range. The combined FICA + WC savings translate to $850–$950/employee/year for most operators.
A 50-employee commercial cleaning operation nets $34,080/year in FICA + roughly $21,600/year in WC reduction (6% rate, conservative half-rate factor) — over $55,000/year combined. Crucially, this comes with a +$72/paycheck raise for every cleaner, which is meaningful retention math in an industry where turnover is the largest hidden cost.
The wellness benefits package (telemedicine, free generic medications, dental, mental health) is particularly impactful in this workforce — most workers don't have easy access to these benefits otherwise, so adoption and perceived value tend to be high.
The math, your headcount
For Janitorial & Cleaning Services (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.
“Describing ACA Solutions as a lifeline to our company hardly captures the magnitude of their impact. Their efforts enabled us to continue operations and secure our workforce.”
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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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