Explore whether your workforce may fit a payroll-tax savings and employee-benefit program.

PCMP combines qualified employee benefits with a tax-advantaged payroll structure. When eligible benefits are properly provided on a pre-tax basis, certain amounts may be excluded from taxable payroll. That can reduce employer payroll-tax expense while giving participating employees access to additional benefits.

The opportunity is evaluated using your actual employee census and payroll information. Any figures shown before that review are illustrative—not guaranteed results.

PCMP is structured using established provisions of the Internal Revenue Code, including Sections 105, 106, and 125. These provisions govern qualifying employer-provided health benefits, medical reimbursements, and cafeteria plans.

However, citing a tax-code section alone does not make every arrangement compliant. Proper plan documents, employee eligibility, elections, benefit administration, nondiscrimination testing, payroll treatment, and ongoing oversight all matter. Your company should review the final structure with its own tax, legal, payroll, and benefits professionals before implementation.

No legitimate provider should promise that an employer will never be audited. The goal is to establish and administer the program correctly so the employer has documentation supporting its tax and benefits treatment.

During your review, you should receive information about the plan documents, compliance responsibilities, reporting procedures, and available audit-support or audit-defense coverage. Any insurance protection should be confirmed through the actual policy terms, including limits and exclusions.

The program is designed so participating employees do not experience a net reduction in take-home pay while receiving the included benefits. The exact result depends on the approved plan design, the employee's compensation and tax circumstances, and correct payroll configuration.

Before launch, the payroll calculation should be tested. Employees should also receive a sample pay-stub comparison explaining every new deduction, contribution, or reimbursement line.

It is more accurate to describe PCMP as a program designed to operate at no additional net cost than simply to call it "free." Benefits and administration have costs, but the structure is intended to generate payroll-tax efficiencies that offset those costs and may produce net employer savings.

Your written proposal should clearly show program costs, estimated gross tax reduction, and projected net savings. Employees should receive equally clear information about whether they will have any premiums, copays, deductibles, or other charges.

No. PCMP is generally designed to complement an employer's existing qualifying major medical or minimum essential coverage, not replace it.

The eligibility review will examine your current plan and determine whether PCMP can operate alongside it. Employers should not cancel or change existing coverage based solely on a preliminary PCMP illustration.

Implementation requires payroll coordination, but it should not be handled as an untested change. The normal process includes gathering census information, mapping the required payroll codes, testing the calculation, obtaining employer approval, and reviewing the first live payroll.

PCMP can work with many standard payroll systems, but compatibility and the responsibilities of your payroll provider must be confirmed before enrollment.

The program is intended to be administrator-supported. The PCMP team coordinates the plan setup, enrollment process, employee communication, payroll instructions, and ongoing administration.

Your HR and payroll teams will still have defined responsibilities, such as providing accurate census information, approving payroll configuration, reporting employee-status changes, and reviewing periodic reports. Those responsibilities should be documented before your company proceeds.

Employee education is an essential part of implementation. Before the first affected payroll, employees should receive a plain-English explanation of:

• What the program provides
• How participation works
• What will appear on their pay stubs
• Whether take-home pay will change
• How to access their benefits
• Where to get help

A sample pay statement and a live or recorded employee orientation can prevent most confusion.

The specific benefit package is determined by the program provider and applicable plan documents. Depending on the approved package, benefits may include services or coverage related to preventive care, telehealth, dental and vision care, accident protection, critical illness, hospital indemnity, life insurance, or short-term disability.

Employers should review the complete schedule of benefits, eligibility rules, exclusions, limitations, provider access, and claims procedures—not just a summary list—before deciding whether the package is valuable to their workforce.

No. Savings depend on factors such as employee eligibility, participation, compensation, program costs, payroll configuration, workers' compensation classifications, carrier practices, and state rules.

A proposal should separate projected gross savings from program expenses and estimated net savings. Payroll-tax results can then be measured after implementation. Any potential workers' compensation reduction should be confirmed with the employer's carrier or broker rather than assumed.

Workers' compensation savings typically do not apply in North Dakota, Ohio, Washington, and Wyoming, where coverage is purchased from the state fund rather than a private carrier. A payroll-tax review can still apply.

Potentially. Reducing taxable wages may affect amounts used in calculations involving Social Security and Medicare wages, unemployment benefits, wage-based retirement contributions, disability benefits, lending documentation, or other compensation-related programs.

The effect varies by employee and by plan. These considerations should be disclosed and reviewed with the employer's payroll, retirement-plan, tax, and benefits professionals before implementation.

They should be included in the evaluation. A credible PCMP review should welcome questions from the employer's existing advisors.

We can provide the proposed structure, savings assumptions, payroll instructions, plan information, and administrator contacts needed for their review. Final approval should come only after the employer and its advisors are comfortable with the program.

Implementation may require employee census, payroll, eligibility, and benefits information. Before sharing data, the employer should understand:

• Exactly what information is required
• Who will receive or access it
• How it will be transmitted and stored
• How long it will be retained
• What privacy and security agreements apply
• How employee health information is separated from ordinary employment records

Only the information necessary to evaluate and administer the program should be collected.

PCMP is not suitable for every employer. Eligibility can depend on the number of W-2 employees, hours worked, compensation, existing health coverage, ownership status, payroll consistency, employee locations, union arrangements, and other factors.

The first step is a no-obligation eligibility review. If your organization appears to qualify, the next step is a written, census-based proposal showing the program structure, estimated costs, projected savings, implementation requirements, and benefit package.