Every employee costs
more than ever.
Find out the hidden solution most employers don't know.
Cut payroll tax expense, boost working capital, and deliver richer benefits — without cutting pay, changing health insurance, or adding a dime to employee cost.
A little-known provision in the IRS code allows qualifying employers to legally reduce payroll tax liability, unlock meaningful working capital, and reinvest those dollars back into the business and its people — all while strengthening benefits and without disrupting existing health insurance. It's fully documented, fully compliant, and already used by forward-thinking employers across the country.
No obligation · Typically 15 minutes · Results vary by employer
Built for finance & people leaders
Rising costs are quietly reshaping every P&L in America.
Payroll taxes, healthcare inflation, wage pressure, recruiting spend, and turnover all move in the same direction — up. Leaders are being asked to grow margin while shouldering more of the true cost of employment.
Every raise, every new hire — taxed the same, every quarter.
Family coverage costs continue to outpace wage growth.
Turnover quietly compounds into six-figure annual leakage.
Financial stress drives absenteeism, disengagement, and exits.
You're likely using a compensation model designed for a different era.
Most employers rely on the same traditional payroll and benefits structure they inherited — without ever asking whether a more tax‑efficient design exists.
A documented, compliant wellness benefit strategy may allow qualifying employers to reduce payroll tax expense, deliver richer benefits, and increase employee take‑home pay — all without replacing existing insurance.
A quiet, documented shift — with visible outcomes.
Workforce Benefit Advisors acts as your strategic guide, helping qualifying employers implement a documented wellness benefit strategy that supplements existing insurance — with implementation, communications, and ongoing compliance oversight built in.
Employees keep their existing health insurance. The plan layers on top.
Structured with processes designed to align with applicable rules. Advisor consultation recommended.
We coordinate payroll, documentation, communications, and member support.
Four steps. Fully managed.
Typical implementation runs 4–8 weeks end-to-end, with the exact timeline based on your company's employment size and payroll complexity.
- 01Week 1
Qualification
We confirm eligibility (20+ full-time W-2 employees) and review your payroll to estimate potential savings.
- 02Weeks 2–3
Enrollment
Employees enroll in the no out-of-pocket wellness plan alongside their existing coverage.
- 03Weeks 3–6
Implementation
We coordinate payroll adjustments, documentation, and clear employee communications.
- 04Continuous
Ongoing Support
Compliance oversight, reporting, and dedicated member support — every month.
Measurable savings. Stronger teams.
For finance leaders, it's a line item that starts working immediately. For people leaders, it's a benefits story competitors can't match.
Estimated payroll tax reduction per participating employee. Actual outcomes vary.
A richer benefits story without raising premiums or base salary.
Employees feel the difference every paycheck and every doctor visit.
The strategy supplements — it doesn't replace what's already working.
Payroll, docs, comms, and member support — coordinated end-to-end.
Documented processes and clear, auditable records — every month.
Care they'll actually use — at $0 out-of-pocket.
Real, high-utilization benefits your team feels every month — layered on top of their existing coverage.
- $0 co-pay virtual Primary Care visits
- $0 co-pay virtual Urgent Care
- $0 co-pay on most prescription medications
- Reduced-cost GLP-1 medications
- Live and on-demand financial wellness education
- Potential increase in take-home pay
A quick, illustrative look at potential savings.
This is an estimate for planning purposes only. Your actual results depend on employer circumstances and employee participation.
Based on an illustrative ~$636 estimated payroll tax reduction per participating employee, per year. Not a guarantee of savings.
per year, based on your inputs. Estimate only.
Request a real analysisBuilt to be defensible, documented, and understood.
We believe great benefit strategy is also good governance. Every engagement includes clear documentation and encourages independent review by your own tax and legal advisors.
Implementation follows a documented framework with clear, auditable records.
The strategy is designed to supplement, not replace, current health coverage.
We recommend organizations consult their own tax and legal advisors.
Outcomes vary by employer circumstances, plan design, and employee participation.
A strategic partner for employers who take benefits seriously.
Chris Talison founded Workforce Benefit Advisors to help employers move beyond traditional compensation models — with documented processes, transparent communication, and a benefits strategy that respects both the CFO and the team.
Straight answers.
Employers with 20+ full-time W-2 employees are typically eligible. Final qualification is confirmed during your free analysis based on your payroll structure.
Find out what your business could save.
Schedule your free Payroll Tax Savings Analysis. No obligation, no sales pressure — just a clear look at what may be possible for your organization.
Calendly integration placeholder · Results vary by employer.