Employee Benefits
Make your existing benefits strategy work harder.
A properly structured self-insured medical expense reimbursement program may help eligible employers reduce payroll-tax costs while giving employees access to meaningful preventive healthcare.
It is designed to work alongside existing benefits—not replace them.
Preliminary illustration
Estimate potential payroll-tax impact
Use your approximate eligible W-2 employee count to see an illustrative range.
This calculator provides a preliminary illustration only. It does not include administrator fees, census-specific eligibility, payroll configuration, participation, tax circumstances, or final actuarial results. Actual savings may be higher, lower, or unavailable.
A practical process
How it works
- 01
Confidential review
We review your employee count, current benefits structure, and basic payroll information.
- 02
Feasibility analysis
Qualified partners evaluate eligibility, compliance requirements, and the potential financial impact.
- 03
Employer decision
You receive a clear explanation of what changes, what stays the same, projected costs, and potential savings.
- 04
Implementation and support
If approved, the program is coordinated with the appropriate administrator and payroll partners.
Continuity
What stays the same
- Existing health insurance remains in place
- Employees keep their current medical providers, subject to their existing plan
- The program does not replace workers’ compensation
- Employers retain control over whether to proceed
Potential additions
What may be added
- Eligible preventive-care services
- A compliant reimbursement-plan structure
- Payroll and administrative coordination
- Potential payroll-tax efficiencies
- Employee education and enrollment support
Confidential qualification check
Start with the basics
IOP serves as an independent advisor and point of contact. We use this information only to begin a preliminary fit conversation with the appropriate partner organizations.
Do not send Social Security numbers, payroll files, employee health information, or other sensitive information through this website.
Frequently asked questions
Clear answers before the next conversation
Does this replace our health insurance?
No. The program is intended to work alongside an employer’s existing benefits structure, subject to eligibility and review.
Is this health insurance?
No. It is a self-insured medical expense reimbursement arrangement involving eligible services and reimbursements. Final program details must be explained by the administrator.
Is every employer eligible?
No. Eligibility depends on factors including W-2 employee count, workforce structure, location, current benefits, payroll configuration, and administrator requirements.
Are the savings guaranteed?
No. Website estimates are preliminary illustrations. Actual results require employer-specific analysis and may differ.
Is there a minimum employee count?
The initial target is generally employers with at least 10 W-2 employees, but final eligibility depends on partner and administrator review.
What information is needed for the first review?
Only basic company, employee-count, benefits, and payroll-structure information. Detailed employee data should be collected later through secure channels if the employer chooses to proceed.
Who provides the program?
IOP serves as the independent advisor and point of contact. Program administration, clinical services, payroll coordination, compliance support, and actuarial analysis are provided by the applicable partner organizations.
A confidential first step
See whether the numbers work for your organization
Start with a confidential, no-obligation feasibility review. We will explain the potential impact, what would change, what would stay the same, and whether moving forward makes sense.
Request a Confidential Review