Helping businesses reduce costs, improve employee well-being, and enhance workplace satisfaction—without interfering with existing health plans or increasing expenses.
The Lumara Section 125 health care plan enhances your current employee benefits package with a fully managed preventative care layer—designed to improve retention, boost employee satisfaction, and lower employer costs while staying compliant with IRS Section 125 guidelines.
The plan is structured under IRS Section 125 to deliver tax savings while staying fully compliant with ACA and HIPAA guidelines.
Every team member—and their family—gets access to:
Save up to $68,000/year for every 100 qualified employees.
Boost morale and satisfaction without reducing take-home pay.
We handle everything—compliance, enrollment, onboarding, and support.
Structured under IRS Section 125 and meets ACA and HIPAA requirements.
We evaluate your company and payroll – no cost or obligation.
We customize a preventative care plan that integrates with your existing benefits
Employees are automatically enrolled, keeping the same take-home pay while receiving additional healthcare coverage.
You save $600-$1,190/year per eligible employee, in payroll taxes.
Employees don’t just want insurance—they want access to care that actually works.
Get a custom walk-through of your potential savings, employee impact, and implementation timeline.
The Lumara Section 125 health care plan is a preventative care benefits program that layers on top of your current health plan—at no added cost. It provides employees and their families with enhanced healthcare access while helping employers reduce payroll taxes through a compliant Section 125 structure.
No. Your existing group health insurance and benefits stay exactly the same. The Lumara Plan works alongside what you already offer—there are no coverage changes or disruptions.
Yes. The Section 125 health care plan is structured under IRS Section 125 and complies fully with ACA, HIPAA, and federal benefit regulations. Full documentation is provided for compliance, auditing, and legal assurance.
Employees and their dependents receive $0 copay access to:
– 24/7 telehealth and urgent care
– Mental health counseling and EAP
– RX coverage with no out-of-pocket cost for generics
– Preventative screenings, lab work, and more
No. Employees keep the same net take-home pay. Their paycheck stays the same—or increases slightly—while they receive new benefits with no out-of-pocket expense.
Most companies save $600–$1,100 per employee per year in payroll taxes. For example, a business with 50 eligible employees could save approximately $55,000 annually using a Section 125 health care plan—with no upfront cost.
Implementation takes just 30–45 days. Our team handles everything—from onboarding and enrollment to compliance and employee communication.
In today’s competitive business landscape, delivering exceptional employee benefits is more critical than ever.
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