A Smarter Approach to
Employee Benefits
Helping businesses reduce costs, improve employee well-being, and enhance workplace satisfaction—without interfering with existing health plans or increasing expenses.
What Is the Lumara Section 125 Health Care Plan?
A modern preventative care
health solution that works for everyone.
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.
No changes to your existing healthcare plan
No added cost to the company or employees
Easy setup in under 30 days
Includes benefits for employees and their families
The plan is structured under IRS Section 125 to deliver tax savings while staying fully compliant with ACA and HIPAA guidelines.
Benefits Employees Receive
Every team member—and their family—gets access to:
24/7 Virtual Primary & Urgent Care
12 Virtual PCP Visits + 12 Child Visits/Year
Mental Health Counseling + Holistic Coaching
Minimal Essential Coverage (MEC)
Employee Assistance Program (EAP)
Hospital Bill Support + Supplemental Insurance
Prescription Drug Coverage (no copays on covered meds)
Nutritional Guidance & Weight Management
Preventative Screenings + Quest Diagnostics
Life Insurance (group term)
Why Employers Choose Our Section 125 Health Care Plan?
Payroll Tax Savings
Save up to $68,000/year for every 100 qualified employees.
Happier, Healthier Employees
Boost morale and satisfaction without reducing take-home pay.
Hands-Off Implementation
We handle everything—compliance, enrollment, onboarding, and support.
Fully Compliant
Structured under IRS Section 125 and meets ACA and HIPAA requirements.
How It Works
1
We evaluate your company and payroll – no cost or obligation.
2
We customize a preventative care plan that integrates with your existing benefits
3
Employees are automatically enrolled, keeping the same take-home pay while receiving additional healthcare coverage.
4
You save $600-$1,190/year per eligible employee, in payroll taxes.
Why Preventative Care Matters
Employees don’t just want insurance—they want access to care that actually works.
1 in 3 employees skip care due to out-of-pocket costs
Preventable conditions account for over 60% of healthcare expenses
Access to 24/7 virtual care and screenings can reduce absenteeism, ER visits, and long-term claims
The Lumara Plan gives your team what they need—before small issues become big ones.
Companies we integrate with
We needed an affordable way to enhance benefits for our employees, and Lumara delivered. The process was simple, and our retention has improved significantly.
Director of HR, Logistics Company
Lumara helped us lower payroll taxes while providing better benefits for our staff. Our employees love the savings, and it required no additional work for us.
Operations Manager, Healthcare Facility
We saw an immediate impact—higher retention, lower costs, and happier employees. This was an easy decision for our business.
CEO, Construction Firm
See What It Looks Like for You
Get a custom walk-through of your potential savings, employee impact, and implementation timeline.
Frequently Asked Questions
1. What exactly is the Lumara Section 125 health care plan?
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.
2. Do we have to change our existing insurance or benefits?
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.
3. Is this Section 125 health care plan compliant with IRS regulations?
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.
4. What benefits do employees receive?
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
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
5. Will this impact employee pay or taxes?
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.
6. How much can employers save with a Section 125 health care plan?
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.
7. How long does it take to set up?
Implementation takes just 30–45 days. Our team handles everything—from onboarding and enrollment to compliance and employee communication.
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.
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