Potential Payroll Savings
Qualified pretax benefits may reduce taxable payroll and the employer share of applicable payroll taxes. The analysis estimates the effect using your company’s information.
For Employers With 10 Or More W2 Employees
Lower Payroll Costs. Improve Employee Benefits.
The interesting part is we may be able to do both without lowering your employees’ take home pay. We start with your actual numbers, explain the structure clearly, and find out whether it makes sense for your company.
Employer SpecificYour payroll numbers drive the review.
Works Alongside BenefitsThe strategy is designed to complement current coverage.
Supported ImplementationEnrollment and payroll coordination are built into the process.
No GuessingYou see the projected economics before deciding.
108Local business owners recommend The Squire Group on Alignable.
2024 And 2025Mark Squire was recognized as Shreveport’s Local Business Person of the Year on Alignable.
Since 2004Mark has worked in insurance for more than twenty years.
Community credibility is not proof that a payroll program fits your company. Your written employer analysis must provide that evidence.
A Straight Answer
This Sounds Too Good. You Should Ask Questions.
This is not magic, and it is not a vague promise of free benefits. The strategy uses a written Section 125 cafeteria plan together with a preventative care management program. Qualified benefits may be provided on a pretax basis, which can reduce taxable payroll and may reduce the employer share of payroll taxes.
The result depends on the employer, employee participation, compensation, plan design, and proper administration. That is why we do not lead with a generic savings number. We run the company’s actual numbers and encourage every employer to review the tax and legal details with its own qualified advisers.
Why Employers Look At It
One Strategy. Value On Both Sides Of Payroll.
Stronger Employee Benefits
Employees gain access to preventative care and wellness resources, with an opportunity to select additional protection based on program availability and individual elections.
Designed To Protect Take Home Pay
The program is designed so participating employees can add selected benefits without reducing take home pay. Actual paycheck impact depends on elections, utilization, payroll setup, and tax treatment.
Hands On Support
The process includes plan support, employee education, enrollment, payroll coordination, and continued service. Your team is not left to figure out implementation alone.
Potential Employee Resources
- Preventative care and wellness support
- Telehealth and counseling resources
- Mental health and nutrition support
- Financial wellness resources
- Optional life, accident, critical illness, and disability protection
Available services and insurance options vary by employer, location, participation, and program design. Every proposal should identify exactly what is included.
What It Does Not Require
This Is Built To Fit Around Your Business.
The strategy is designed to sit alongside existing major medical coverage rather than replace it. We review compatibility with your current benefits and payroll process before recommending implementation.
You also do not have to accept a sales pitch based on averages. The employer review separates projected payroll savings, program costs, employee benefits, and implementation responsibilities so you can evaluate each piece.
The Process
Four Steps From Curiosity To A Real Answer.
Brief Fact Find
We learn your approximate W2 employee count, payroll setup, current benefits, and what you want to improve.
Company Analysis
The program team estimates savings, costs, participation assumptions, and the expected employee impact.
Clear Review
We walk through the numbers, structure, benefits, responsibilities, and questions with your decision makers.
Supported Launch
If the numbers make sense, the implementation team coordinates documentation, enrollment, payroll, and support.
Questions Owners Ask First
Healthy Skepticism Is Welcome Here.
You should understand where the savings come from and what your company is responsible for. We would rather answer the hard questions early than surprise you later.
What kind of employer is usually a fit?
We generally start with businesses that have at least 10 W2 employees. Eligibility and value still depend on payroll, employee classifications, participation, current benefits, and program design.
Does this replace our current health insurance?
No. The preventative care strategy is designed to supplement existing benefits, not replace major medical coverage. We review the current plan before recommending anything.
Will employee take home pay decrease?
The program is designed to let participating employees add selected benefits without reducing take home pay when implemented and utilized as intended. Actual paycheck results depend on each employee’s elections, compensation, tax situation, and the final payroll setup.
How are employer savings estimated?
The analysis uses company specific payroll and participation assumptions to estimate the change in applicable employer payroll taxes. Savings are not guaranteed and should be reviewed together with all program costs and responsibilities.
Who handles compliance and administration?
The program administrator supports plan documentation, implementation, enrollment, and ongoing administration. The employer remains responsible for its plan and payroll, and should involve its tax, legal, benefits, and payroll advisers as appropriate.
Start With The Math
See Whether The Numbers Work For Your Company.
This begins with a conversation, not a commitment. Give us the basic picture and we will determine whether a full payroll savings analysis is worth doing.
Prefer to talk directly?
The Squire Group provides insurance and benefits guidance and is not a tax or law firm. Program availability, eligibility, employee impact, payroll savings, and benefit options vary. Nothing on this page is a guarantee of savings or tax treatment. Employers should review the final structure and documents with their own tax, legal, benefits, and payroll advisers.