Employer Savings Program · 10+ W-2 employees
What if taking better care of your employees also improved your bottom line?
That’s the business case we bring to the table: potential payroll tax savings for your company, health resources for your team, and a way for participating employees to add protection without reducing take-home pay when program requirements are met. We work with Attentive to show you how the program would function in your business, down to the payroll numbers.
Let’s follow the money
Where the savings come from
The structure combines a written Section 125 cafeteria plan with Attentive’s preventive care program. Eligible pretax elections can change taxable payroll. That can create savings for the employer and participating employees.
For an employee, the full picture includes the election, program participation, any additional coverage, and the resulting paycheck. For the business, it includes payroll tax changes, fees, and administration. We walk through both before you make a decision.
Bring your payroll person
They’ll have good questions. How do deductions appear? What happens when someone joins or leaves? Which payments are taxable? What does the administrator handle? We want those questions on the table while you’re evaluating the program.
We coordinate the review with the program team and your decision makers.
Put the scale in perspective
What could that add up to?
Participating employees
$27,500
Illustrative annual savings at an assumed $550 per participating employee.
This example uses an assumed savings amount, not a company quote. Actual net savings depend on eligible participation, payroll, program costs, and tax treatment. A company analysis replaces this assumption with your numbers.
Request your company analysisThere’s a reason to look at both sides of payroll
What the company gets. What the employee gets.
For the business
Potential savings you can put a dollar amount on.
Qualified pretax benefits can reduce applicable employer payroll taxes. We review projected savings against program costs and participation assumptions so you can see the net effect.
For employees
Care they can use. Protection they can choose.
The program includes health and wellness resources. Participation can also create an opportunity to fund additional coverage, such as life, accident, critical illness, or disability insurance, based on eligibility and available options.
Beyond the employer savings
Give employees something they can actually use.
Access to care matters when someone needs help today. Financial protection matters when an illness, accident, or death disrupts a household. The review covers both, with a clear explanation of what’s included and what employees can elect.
The program is designed to sit alongside existing major medical coverage. We check compatibility with your current benefits before recommending a rollout.
What we review with your team
- Preventive care and wellness resources
- Telehealth and mental health support
- Available supplemental insurance options
- Participation requirements and paycheck impact
- How employees enroll and get help
Services, coverage, costs, and eligibility depend on the final program. Your proposal identifies what your employees would receive.
A review worth bringing to your CFO
Here’s what we’ll put in front of you.
01
Your business case
Projected annual savings, program costs, and the participation assumptions behind the figures.
02
The employee view
Paycheck examples, available benefits, and what employees must do to participate.
03
The working parts
Plan documents, payroll requirements, enrollment steps, and who’s responsible for each.
04
A decision with context
A discussion with your leadership, payroll team, and advisers about whether the numbers and responsibilities make sense.
Questions we expect
“Why haven’t we looked at this before?”
It involves benefits, payroll, and tax treatment in the same conversation. We bring those pieces together so your team can evaluate the whole proposal.
Yes. Major medical coverage doesn’t answer whether this program could create additional value. We review how it would work alongside your current plan, what employees would gain, and whether the projected savings justify the work.
Come see us
Sit down. Get taught. Then decide.
8039 Line Avenue, Suite 1A
Shreveport, Louisiana 71106
318.900.8525 · mark@squiregrouplife.com
- Monday – Friday: 9:00 a.m. – 6:00 p.m.
- Saturday – Sunday: Closed
Start with your company
Let’s see what the opportunity looks like on your payroll.
Tell us roughly how many people you employ and how to reach you. We’ll discuss the fit and what’s needed for a company analysis. You don’t need to gather payroll files before the first conversation.