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 Restaurant & Franchise Operators
Restaurant operators run high-headcount, thin-margin businesses where every dollar of payroll-tax reduction compounds across multiple locations. A 69-restaurant operator in Houston is currently saving $250,000+/year using exactly this program.
A multi-unit operator with 100 W-2 employees nets $68,160/year in FICA savings. Scale that across a 5-location franchise system and you're looking at six-figure annual savings without raising menu prices, reducing staff, or changing carrier relationships.
Restaurant Workers' Comp rates are in the 3–5% range — modest by industry standards but still meaningful at scale. A 100-employee group sees roughly $14,400/year in WC reduction as a side-benefit of the FICA structure. The Houston restaurant case study (Avant-garde Senior Living) cleared a quarter million annually combining both.
The math, your headcount
For Restaurant & Franchise Operators (avg WC rate ~4%), 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.
“Our company achieved substantial annual savings exceeding a quarter million dollars in both FICA and workers’ compensation. Employees enjoyed extra money in their pockets each month.”
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