If your company isn’t using a pre tax health savings account strategy, you could be missing out on thousands in annual savings—for both the business and your employees. Most employers don’t realize just how much tax waste occurs each year due to outdated or underutilized benefits models. The truth is, offering a tax-optimized benefit plan is not just a perk anymore—it’s a competitive advantage. That’s where the Lumara Plan comes in. This isn’t your traditional Section 125 approach. It’s a fully managed, compliant solution that includes a pre-tax HSA component and integrates Section 125, Preventative Care Management (PCMP), and a Self-Insured Medical Reimbursement Plan (SIMRP). In this blog, we’ll break down how a pre-tax health savings account works, why it’s the best way to save on taxes, and how the Lumara Plan makes it effortless for your business.

What Is a Pre-Tax Health Savings Account (HSA)?

A pre-tax health savings account allows employees to set aside part of their earnings—before taxes—to cover qualified medical expenses. Contributions reduce taxable income, lowering both federal income tax and payroll tax. The result? More take-home pay for employees and lower tax liability for employers.

Here’s why it’s important:

• Contributions are tax-deductible.
• Funds grow tax-free.
• Withdrawals for qualified expenses are tax-free.

It’s a triple-tax advantage—making it one of the best ways to save on taxes, yet many businesses aren’t tapping into it properly.

Why Most HSAs Fall Short

On paper, HSAs sound like a win-win. But the reality is, most employers either:

• Don’t offer them at all.
• Offer them without fully integrating them into a broader, compliant benefits structure.
• Fail to educate employees about how to use them.

That’s where many companies fall behind. A standalone HSA isn’t enough. To unlock the full tax-saving potential, it needs to be part of a bigger picture—like the Lumara Plan.

Introducing the Lumara Plan: A Smarter HSA Strategy

The Lumara Plan was built around one core idea: employees deserve better support, and employers deserve better margins. Every year, businesses waste tens of thousands of dollars in payroll taxes, and employees miss out on meaningful, tax-free benefits.

The Lumara Plan solves that.

It leverages a pre tax health savings account inside a fully managed framework that includes Section 125, PCMP, and SIMRP. That combination creates one of the most compliant, benefit-rich programs available today—with no added cost and no disruption to your current health plans.

How the Lumara Plan Stands Out

Compliant and Cost-Free

The Lumara Plan is fully compliant with IRS regulations. It’s automated, seamless, and comes at no out-of-pocket cost for employers. That means no hidden fees, no HR burden, and no legal headaches.

Real Savings for Employers

Employers can save roughly $600 per W2 employee every year. For a company with 100 employees, that’s $60,000 in tax savings annually—without spending a dime. On top of that, the plan helps reduce claims (with an average savings of $1,400 per employee over 3 years), boosts retention, and enhances performance across the board.

Higher Take-Home Pay for Employees

Employees enrolled in the Lumara Plan see a 3–4% increase in net paycheck—about $100/month for most. That’s because of the tax savings unlocked through the pre-tax health savings account and the integrated PCMP/SIMRP structure.

Wellness + Coverage

The plan doesn’t just save money—it enhances care. Employees receive:

• $0 copay Telehealth services
• Access to Mayo Clinic wellness tools & personalized health dashboards
• Mental health and counseling support
• Coverage for Universal Life, Disability, and Critical Illness
• Enhanced benefits for spouses and dependents

Currently, more than 40,000 employees are already enrolled in the Lumara Plan—and growing every day.

Why This Is the Best Way to Save on Taxes (For Everyone)

Let’s put this simply:

For employers:

• Save ~$600 per W2 annually
• No impact on current health plans
• Automated setup in just 30–45 days
• No cost, no complexity, no compliance risk

For employees:

• Keep or increase take-home pay
• Access $0 copay services and real preventative care
• Build long-term health savings
• Reduce personal medical expenses

And for both: reduced tax waste. When structured the right way, a pre tax health savings account becomes a lever that benefits every part of your business.

Lumara vs. Traditional Plans: A Quick Comparison

 

Feature	Traditional Plan	Lumara Plan
Uses Section 125 only	✅	✅ + PCMP + SIMRP
Offers pre-tax HSA	Sometimes	Always
Employer savings per W2	~$0	~$600
Net paycheck boost for employees	❌	✅ (~3–4%)
$0 copay Telehealth	❌	✅
Implementation time	N/A	30–45 days
Cost to the employer	✅ (often costly)	❌ (cost-free)
Fully managed & automated	❌	✅

A Smarter Way Forward for Modern Employers

Today’s employees expect more than just traditional benefits. They want wellness, accessibility, and financial security. And employers want smarter ways to manage budgets without sacrificing care.

That’s why the Lumara Plan exists—to bring both together in one cost-free, compliant, and benefit-rich solution. It’s not just about offering a pre-tax health savings account; it’s about offering it the right way.

The Bottom Line

If you’re not currently offering a structured, fully managed plan like Lumara, your company could be losing tens of thousands of dollars a year in tax savings. And your employees may be missing out on the best way to save on taxes while accessing better healthcare. With no out-of-pocket cost, no change to your current health plan, and a 30–45 day implementation, there’s no reason to wait.

The Lumara Plan is the smarter, compliant, and fully managed solution that helps employers protect their margins and employees thrive—without adding burden.

Book your 10-minute consultation today. Let’s talk about how Lumara can work for you.

— Need help understanding how to implement the Lumara Plan in your organization?

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