When it comes to healthcare, most employers want the same things: lower costs, better benefits, and happier employees. The problem? Traditional plans rarely deliver all three, especially without adding cost or complexity. That’s where the Lumara Plan changes the game.
Built around a smarter structure that leverages Section 125 alongside two powerful components—a Preventative Care Management Plan (PCMP) and a Self Insured Medical Reimbursement Plan (SIMRP)—the Lumara Plan delivers compliant, automated savings for both sides of the paycheck. And it does it with zero out-of-pocket cost.
Let’s break down how pre tax health savings account contributions work, why it’s different, and how your business can benefit starting today.
What Is Section 125—and Why Does It Matter?
Section 125 of the IRS tax code allows employees to pay for certain health-related expenses using pre-tax dollars. These pre-tax benefits—like health plan premiums or a pre-tax health savings account contribution—reduce taxable income, meaning employees take home more of their paycheck, and employers save on payroll taxes.
But here’s what most employers don’t realize:
Traditional Section 125 plans only scratch the surface.
That’s why the Lumara Plan goes much further. It includes Section 125 as a foundation, but layers on two additional programs (PCMP and SIMRP) to unlock far greater savings and benefits, with none of the administrative burden.
How Does the Lumara Plan Work?
The Lumara Plan is not just a cafeteria plan. It’s a fully managed, compliant solution that bundles three key components:
- Section 125: Used to restructure certain health-related deductions as pre-tax, reducing taxable income and employer section 125 taxes.
- Preventative Care Management Plan (PCMP): Provides employees with access to wellness tools, preventative screenings, telehealth, and health coaching—all designed to reduce the risk of chronic illness and lower claims over time.
- Self Insured Medical Reimbursement Plan (SIMRP): Offers tax-free medical reimbursements for specific out-of-pocket expenses, covered by a compliant, self-funded employer benefit—without actually requiring new funding from the employer.
Together, these components form one of the most benefit-rich and compliant employee health plans available today.
Why Employers Choose the Lumara Plan?
For businesses, the Lumara Plan delivers serious value without the typical headaches or expenses of a traditional benefits overhaul. Here’s how:
- Cost-Free Implementation: There are no out-of-pocket costs to employers. The plan is designed to be self-sustaining and revenue-neutral from day one.
- Save ~$600 per W2 Employee: On average, employers save around $600/year per employee in payroll tax savings. That’s $60,000 per 100 employees, every year.
- Less than 45 Days Rollout : Implementation is fast, simple, and fully automated—no disruption to current plans, HR systems, or payroll providers.
- Reduce Healthcare Claims: With access to preventative care and smarter employee health engagement, businesses see fewer claims and average savings of $1,400 per employee over 3 years.
- Boost Retention & Performance: Healthier employees are more productive and loyal—especially when they feel genuinely supported.
- Immediate Bottom-Line Impact: Most employers begin seeing real financial savings within the first full pay cycle.
What’s In It For Employees?
The Lumara Plan is equally powerful on the employee side. And here’s the best part: there’s no change to their take-home pay.
Here’s what your team gains:
- 3–4% Net Paycheck Increase: Most employees see an average boost of $100/month due to reduced taxable income—without affecting their gross salary or take-home pay.
- $0 Copay Telehealth & Wellness: Unlimited access to 24/7 doctors, nurses, and health coaches at no cost, plus full wellness support and chronic care coaching.
- Mental Health, Counseling & Addiction Support: Care isn’t just physical. Employees can access licensed mental health professionals and substance use counselors with zero copays.
- Mayo Clinic Tools & Health Dashboard: World-class health education, risk assessments, and lifestyle support—personalized and accessible anytime.
- Family Coverage: Employees can also extend critical coverage to spouses and dependents for more complete care.
- Universal Life, Disability & Critical Illness Coverage: Added financial security in times of need, with zero premium cost to the employee.
Why Lumara?
At Lumara, we believe strong teams start with care. Our mission is simple:
“Employees deserve better support, and employers deserve better margins.”
Every year, businesses unknowingly waste thousands in payroll taxes, while their employees miss out on pre-tax benefits Section 125 they could be using. The Lumara Plan helps fix that.
It’s a smarter, compliant, and fully managed way to support your workforce without spending more. No plan changes. No out-of-pocket costs. No impact on take-home pay. Just real savings and real support—starting day one.
More than 40,000 employees are already enrolled, and the number is growing fast.
Who Should Consider The Lumara Plan?
The Lumara Plan is ideal for organizations with 40,000+ enrolled employees that want to:
- Improve margins without cutting benefits
- Retain top talent in a competitive hiring landscape
- Offer modern, family-first support that promotes loyalty
- Optimize their current benefit structure without switching providers
If that sounds like you, it’s time to talk.
Let’s Build a Stronger, Healthier Team Together
Whether you’re a CFO, HR director, or business owner, the Lumara Plan offers a hands-off, high-impact solution to rising healthcare costs. Better pre-tax benefits Section 125. Smarter savings. Fully compliant.
Book your 10-minute consultation today or get a free proposal to see exactly how much your organization can save.
Talk with an expert now.