In today’s competitive business landscape, delivering exceptional employee benefits is more critical than ever. Lumara’s innovative Section 125 Program offers a modern twist on the traditional cafeteria plan, empowering companies to reduce taxable income, cut payroll taxes, and boost employee satisfaction—all without burdening your HR team.

What Is a Section 125 Cafeteria Plan?

A Section 125 Cafeteria Plan—also known as a pre tax section 125 plan—allows employees to use pre-tax dollars to pay for specific health benefits. This not only lowers employees’ taxable income but also reduces Federal Insurance Contributions Act (FICA) taxes for both the employee and the employer. Unlike FSAs or HSAs, Lumara’s program focuses on delivering comprehensive health benefits with zero out-of-pocket costs. Learn more Everything You Need to Know About Section 125 Cafeteria Plans.

Why Choose Lumara’s Section 125 Program?

Lumara’s self-funded, fully managed Section 125 solution is designed to provide a seamless and cost-effective way to upgrade your employee benefits package. Here’s why forward-thinking employers are choosing Lumara:

• Substantial Tax Savings:
  Enjoy approximately $680 in annual FICA tax savings per W-2 employee after administrative fees—directly impacting your bottom line.
• Effortless Administration:
  Lumara manages the entire process, from payroll integration to compliance checks, ensuring minimal involvement from your HR team.
• Year-Round Flexibility:
  With automatic enrollment and a hassle-free opt-out option, your employees can join the program any time—no strict open enrollment periods required.
• Seamless Integration:
  The program enhances your current benefits without interfering with existing major medical plans, making it an ideal add-on for companies of all sizes.

Key Compliance & Credentials

Lumara’s Section 125 Program is built on a foundation of strict compliance and industry expertise:

• 100% Compliant with IRS, Affordable Care Act (ACA), and HIPAA standards
• Backed by five legal opinion letters from reputable law firms
• Proven success with over 70,000 enrolled employees from renowned brands such as McDonald’s, Subway, and Hilton
• An impressive 98% renewal rate over 8 years, reflecting consistent employer and employee satisfaction

For additional details on IRS guidelines related to Section 125, visit the IRS website.

Eligibility & Enrollment Made Simple

Who Can Benefit?

• Employers: Companies with more than 25 W-2 employees
• Employees: Must be W-2 earners with an annual salary exceeding $22,000

Streamlined Enrollment Process

Lumara takes care of every detail:

1. Discovery Call: We assess your workforce and determine your potential savings.
2. Employee Census: Provide basic employee data to help us calculate projected tax benefits.
3. Tailored Proposal: Receive a detailed overview showing your potential FICA savings.
4. Engagement & Onboarding: Sign the engagement letter and watch Lumara set up seamless payroll integration.
5. Ongoing Support: Benefit from continuous administrative management and compliance monitoring.

 

Core Health Benefits Offered

Lumara’s program delivers an impressive suite of benefits designed to improve employee well-being and retention:

• Telehealth Services: Quick access to medical consultations anytime, anywhere.
• Prescription Discount Programs: Reduced costs on medications for all participants.
• Mental Health Counseling: Comprehensive support to promote emotional well-being.
• Wellness & Preventative Care: Encouraging healthier lifestyles through proactive care.
• Chronic Condition Management: Customized care for ongoing health needs.
• Health Advocacy & Navigation Services: Expert guidance to streamline healthcare decisions.

Real Results for Real Businesses

Imagine a company with 100 W-2 employees:

• Annual Savings: Potentially over $68,000 in payroll tax savings.
• No HR Overhead: Lumara’s expert team handles all administrative tasks.
• Enhanced Employee Satisfaction: A robust benefits package that makes your workforce more competitive and loyal.

Frequently Asked Questions

1. Will this plan disrupt my current health insurance?
   No. Lumara’s Section 125 Program is designed to complement your existing major medical coverage—not replace it.
2. How does the automatic enrollment work?
   All eligible employees are automatically enrolled, with a simple opt-out option available if they prefer not to participate.
3. How quickly can I start seeing savings?
   Many clients begin to notice tax savings as soon as the first payroll cycle post-enrollment, typically within 30–60 days.
4. Is the plan fully compliant with federal regulations?
   Absolutely. Lumara’s program adheres strictly to IRS guidelines and is supported by multiple legal opinions, ensuring full section 125 compliance.

Ready to Transform Your Benefits Strategy?

Lumara’s next-level Section 125 Program delivers a compelling mix of substantial tax savings, enhanced employee benefits, and a seamless, fully managed process. If you’re ready to elevate your benefits and boost your bottom line without adding extra work for your HR team, it’s time to explore Lumara’s innovative solution.

• Soft CTA: Find Out if Your Company Qualifies
• Hard CTA: Talk with an Expert Today

Website: [Main domain]
Email: [Company’s support/contact email]

For further insights, check out our previous article, Everything You Need to Know About Section 125 Cafeteria Plans (internal link), or visit the U.S. Department of Labor (external link) for additional resources.

Final Thoughts

With Lumara’s self-funded Section 125 Program, there’s no need to settle for a basic benefits package. You can achieve significant tax savings, deliver top-notch health benefits, and enjoy a streamlined, hassle-free process that keeps your HR team focused on what they do best. Reach out today to see how Lumara can help your business thrive—and ensure your employees enjoy the very best in modern, cost-effective benefits.