Be Well Health works with employers across every industry to deploy fully insured supplemental benefit plans that lower FICA tax liability, increase employee take-home pay, and add real wellness coverage — without changing a single thing about your existing benefits.
Smart companies in 2026 are not waiting for the economy to get easier. They're finding margin in places their competitors haven't looked. Health insurance renewals are running 6–9% higher than last year. Labor costs are up across the board. Yet most finance teams are still treating FICA as a fixed, unavoidable expense — and leaving hundreds of thousands of dollars on the table every year as a result.
A properly structured Section 125 fixed indemnity plan legally reduces the FICA tax base on every enrolled employee's compensation — for the employer and the employee simultaneously. The savings are real, recurring, and available to any company running a standard W-2 payroll. The only question is whether your current advisor has shown it to you.
This isn't a novel tax strategy. Section 125 has been federal law since 1978. Aflac has operated under this exact framework since 1955. The question isn't whether this works — it's why no one has shown it to you yet. We will.
We've engineered this to be the easiest financial decision your leadership team will make this year. No RFP. No broker coordination. No open enrollment window. No changes to anything that's already working.
We learn your workforce size, structure, and current benefits setup. You ask every question you have — including the hard compliance ones. We show you the preliminary math specific to your organization. No pitch deck. No pressure. No commitment required.
You Ask, We AnswerYour payroll team provides a simple employee count and wage summary. Within 48 hours we return a line-by-line analysis showing exact projected savings by employee class. You'll know precisely what your organization saves annually — before you commit to anything. We don't estimate. We calculate.
48-Hour TurnaroundIf the numbers make sense — and they typically do — your payroll team adds two line items. The carrier manages enrollment, plan administration, claims, and compliance monitoring from that point forward. You see savings on the first payroll cycle after go-live. Your HR team's involvement is minimal by design.
Live Next Payroll CycleThe implementation was straightforward and the savings were real from day one. The compliance team did their due diligence and came back satisfied. We wish we'd done this two years earlier.
We were skeptical — we'd seen plans like this before that didn't hold up. What made the difference was the carrier backing and the legal documentation. Once our outside counsel reviewed the structure, the decision was straightforward.
Our employees ask why we didn't do this sooner. Their take-home pay went up without us changing anything about their wages or existing benefits. That's a conversation every HR director wants to have.
Projections based on $600–$900 per enrolled W-2 employee annually. We run an exact analysis against your actual census — you'll know your specific number within 48 hours.
| Workforce Size | Estimated Annual Savings |
|---|---|
| 100 employees | $60,000 – $90,000 |
| 250 employees | $150,000 – $225,000 |
| 500 employees | $300,000 – $450,000 |
| 1,000 employees | $600,000 – $900,000 |
| 2,500 employees | $1.5M – $2.25M |
| 5,000 employees | $3.0M – $4.5M |
Every enrolled employee simultaneously receives supplemental health coverage at zero out-of-pocket cost — their take-home pay increases while their benefits improve. Get your exact number →
Let's address what every CFO worth their title will ask before signing anything. The short version: this structure has been federal law since 1969, it operates under the same IRS framework that governs Aflac, and it has never once resulted in enforcement action against a participating employer. The longer version is in the table below.
The plans we work with carry independent legal opinions from recognized ERISA and tax counsel — each addressing the specific IRS guidance memos that circulate in broker networks. Those opinions are available for your outside counsel to review. We expect them to. That's how confidence is built.
| Question | Answer |
|---|---|
| Legal basis | Section 125 IRC + Revenue Ruling 69-154. In place since 1969. Governing the same supplemental benefit framework used by Aflac since 1955. |
| Carrier backing | Plans we place are fully insured by globally recognized carriers — not self-funded, not trust-based. Each carrier independently underwrote and approved the structure. |
| IRS enforcement history | No employer has ever been penalized for participating in a properly structured, fully insured Section 125 fixed indemnity plan. The IRS has targeted self-funded arrangements — a categorically different product. |
| IRS proposed rules | Proposed regulations targeting certain structures were never finalized. The one rule that was finalized was vacated by a federal court. |
| Congressional action | Congress was asked to amend Section 105(b) in 2020, 2022, and 2023. Declined all three times. |
| Employee protection | Audit defense coverage is included in every plan we place — employees are protected with a three-year look-back period from day one. |
| Legal opinions | Available for review by your outside counsel. We don't summarize them. We provide the documents. |
The benefits industry has a problem: the consultants closest to the best solutions are the most cautious about explaining them. Legal risk, broker relationships, status quo bias — there are a dozen reasons why your current advisor hasn't shown you this. We're not burdened by any of them.
Be Well Health is an independent benefits consultancy. We work across industries — manufacturing, distribution, professional services, construction, healthcare, retail, technology — anywhere a company has W-2 employees and wants to be tax-efficient. We evaluate every option in the market and recommend the one that performs best for your specific workforce.
We care about the health and financial wellbeing of your employees. We also care about your bottom line. Those two things are not in conflict here — they move in the same direction at the same time. Your employees get better benefits at no cost to them. Your company keeps more of what it earns. That's what we mean by bottom line benefits.
If you've been told this isn't worth looking at, we'd respectfully suggest that conclusion was reached without looking at the documentation. We have it. We'll share it. The decision is yours.
A 20-minute call is all it takes to know whether this makes sense for your workforce. We'll ask a few straightforward questions about your employee count and payroll structure. You'll walk away with a preliminary savings range and a clear picture of what the full analysis will show.
Qualified prospects and clients receive private access to our full compliance library — independent legal opinions, IRS advisory letters, carrier documentation, and analysis you won't find anywhere else.
Your book at a glance. Groups in play, your downline, and what needs attention today — with the system surfacing the next actions so you spend your time closing, not chasing.
| Prospect | Stage | Why now |
|---|---|---|
ABC Company Phoenix, AZ · 100 FT | Proposal Presentation | Decision call booked 2pm |
Oyster Point Hotel Red Bank, NJ · 69 FT | Proposal Sent | Stuck 9 days — nudge |
Flavor House LLC Austin, TX · 51 FT | Communicating | Asked for FICA recap |
GC Global LLC Reno, NV · 12 FT | Communicating | Warm — book proposal |
Molly Pitcher Inn Red Bank, NJ · 92 FT | New Lead | Inbound from site |
Everyone in your downline, and the structure beneath you. You see down — your directs, their recruits, and the groups they write — never up. The system watches for agents going quiet so a recruit never silently stalls.
| Agent | Relationship | Contract | Groups | Status |
|---|---|---|---|---|
Sarah Chen sarah.chen@example.com | Direct | Licensed · Top | 3 | Idle 16d |
Maria Lopez m.lopez@example.com | Direct | Licensed · Top | 6 | Active |
David Kim d.kim@example.com | Direct | Licensed · Mid | 2 | Active |
Ryan Park r.park@example.com | Direct | Licensed · Mid | 2 | Active |
Tina Alvarez t.alvarez@example.com | Direct | Licensed · Top | 3 | Active |
James Ruiz under Maria Lopez | Indirect · L2 | Licensed · Mid | 0 | No first group |
Devon Pratt under Maria Lopez | Indirect · L2 | Non-licensed · Marketing | — | Active |
Contract new agents into your downline and track every onboarding to completion. Licensed agents sell and earn override-eligible commissions; non-licensed “marketing” partners earn referral compensation. The system runs each new recruit through the document checklist automatically.
| Recruit | Type | Stage | Documents |
|---|---|---|---|
Robert Hayes invited 2 days ago | Licensed | Docs in review | 5 of 6 received |
Priya Nair invited 5 days ago | Licensed | Awaiting signature | 6 of 6 received |
Marcus Bell invited today | Marketing | Invited | 0 of 3 received |
Every prospect from first touch to closed group. You drop in a lead; the system runs the cycle — outreach, scheduling, proposal prep, follow-up — and tells you the single next-best action on each deal.
| Prospect | Size | Stage | Est. lives | Next action |
|---|---|---|---|---|
ABC Company Phoenix, AZ | 100 FT | Presentation | 100 | Present today 2pm |
Oyster Point Hotel Red Bank, NJ | 69 FT | Proposal Sent | 69 | Follow up (9d) |
Flavor House LLC Austin, TX | 51 FT | Communicating | 51 | Send FICA recap |
GC Global LLC Reno, NV | 12 FT | Communicating | 12 | Book proposal |
Molly Pitcher Inn Red Bank, NJ | 92 FT | New Lead | 92 | Qualify (inbound) |
Summit Dental Group Mesa, AZ | 34 FT | Closed Won | 34 | → moved to Groups |
Apex Logistics Dallas, TX | 120 FT | Closed Won | 120 | → moved to Groups |
Your book of in-force groups — members, premium, plans, and renewal timing. The system flags renewals and enrollment gaps before they cost you, so nothing lapses quietly.
| Group | Members | Monthly premium | Plan | Renewal |
|---|---|---|---|---|
Carolina Conceptions PA Raleigh, NC | 53 | $14,310 | Quantum 2.0 Plan 1950 + Rx | 41 days |
USMH Corporation DBA Promeniq | 106 | $30,280 | Quantum 2.0 Plan 1950 | 7 mo |
Molly Pitcher Inn Red Bank, NJ | 92 | $22,140 | Quantum 2.0 + ACC/CI | 5 mo |
Oyster Point Hotel Red Bank, NJ | 69 | $17,250 | Quantum 2.0 Plan 1950 | 9 mo |
Pat Bern Construction LLC Trenton, NJ | 48 | $12,000 | Quantum 2.0 + Rx | 58 days |
Apex Logistics Dallas, TX | 120 | $28,800 | Quantum 2.0 Plan 1950 | 11 mo |
Summit Dental Group Mesa, AZ | 34 | $8,160 | Quantum 2.0 + ACC | 11 mo |
Your contracting paperwork and your groups’ plan documents in one place. The system watches every expiration and completeness gap — an expiring license or missing form gets flagged before it becomes a problem.
Everything you need to sell, in one library — decks, one-pagers, plan brochures, compliance references, and ready-to-send templates. Or just ask the assistant and it pulls the right asset and tailors it to your prospect.
Get certified, stay sharp, and rehearse the hard conversations before you have them for real. Courses track your progress; the AI roleplay lets you practice the pitch against the personas you actually meet.