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What is Section 125 Plans?

When it comes to building real, lasting value in employee benefits, most companies don’t know where to start. That’s where we come in. At Lumara Health, we work with employers every day who want to make a difference without adding cost. One of the key components in doing that is the Section 125 programs, but we don’t stop there. Our program, the Lumara Plan, takes it further by combining Section 125 with powerful tools like Preventive Care Management and a Self-Insured Medical Expense Reimbursement Plan. That’s what makes our approach more than just a benefit; it’s a full solution. It leverages Section 125 as part of a fully integrated system that includes other high-impact programs designed to improve health and save money.

Who Can Benefit From a Section 125 Plan?

But if you’re a small or mid-sized business, this plan could be a game-changer. Section 125 plans, especially when offered through the Lumara Plan, are designed to deliver zero-cost implementation while offering your employees valuable coverage that protects their health and their income.

Whether you’re an employer looking to stretch your benefit dollars or an employee wanting better access to care, the 125 plan benefits check both boxes. And unlike traditional plans, this isn’t one-size-fits-all. We customize every rollout to the company’s goals and workforce needs.

Benefits of Section 125 Plans for Employers and Employees

Let’s break it down. When you implement a Section 125 plan through the Lumara Plan, here’s what everyone gets out of it.

Employer Benefits:

  • Save around $1,100 per W2 employee annually
  • 5-10% reduction in overall healthcare claims
  • Zero out-of-pocket cost to implement

  • 30-45 day fully managed rollout
  • Stronger recruitment and retention

  • Immediate financial impact on your bottom line

Employee Benefits:

  • $0 copay Telemedicine & Virtual Care; doctors, nurses, health coaching 24/7
  • 12 annual care visits for the whole family, including spouses and dependents
  • Access to Mayo Clinic wellness tools and a digital health dashboard
  • Mental Health & Counseling, EAP programs, addiction support
  • Minimal Essential Coverage (MEC) included

  • Group Term Life Insurance coverage of $60,000-$100,000
  • RX Coverage with no copays
  • Vision, dental, and prescription discounts
  • In-person urgent care services at no added cost


And all of this? Rolled out with zero impact on employees’ take-home pay. That’s why so many are choosing Lumara to enhance their benefit strategy.

What Expenses Can a Section 125 Plan Cover?

A low-cost section 125 plan, especially when part of a larger system like the Lumara Plan, can be tailored to cover a wide range of healthcare-related costs. While we’re not just offering a cafeteria-style setup, these are the kinds of expenses we help cover:

  • Preventive health care services
  • Virtual care visits
  • Telemedicine consultations

  • Prescription medications
  • Vision and dental checkups
  • Mental health counseling sessions
  • Group term life insurance
  • Urgent care services
  • Wellness coaching and lifestyle programs

All of these fall under compliant healthcare strategies built to benefit employees and their families, not just fill a checklist.

Setting Up a Section 125 Plan

Setting up a Section 125 plan might sound complex, but we’ve made it simple. At Lumara, we manage the full implementation, from start to finish, in less than 45 days.

Here’s how we do it:

  1. We assess your current benefits and employee count
  2. Design a tailored rollout of the Lumara Plan.


  3. Educate your workforce with easy-to-understand resources.

  4. Handle compliance, documentation, and filing.
  5. Monitor performance and adjust if needed.


And remember, there’s no cost to you as the employer. We handle the backend, you see the benefits.

This approach makes the Lumara Plan one of the most compliant and benefit-rich programs available, not just a simple section 125 plan for small businesses.

What Is Included in a Section 125 Plan?

The heart of an IRS code Section 125 plan lies in giving employees access to a better quality of care without financial strain. But our model includes even more.

With the Lumara Plan, your Section 125 structure is bundled with:

  • Preventive Care Management Plan (PCMP)
  • Self-Insured Medical Reimbursement Plan (SIMRP Plan)
  • Group Term Life Insurance
  • 24/7 virtual and in-person care options
  • Mental health resources
  • Spouse and dependent coverage
  • Tools for wellness and performance

It’s a whole system that delivers care, not just coverage.

And yes, for internal linking purposes: this structure also aligns with the concept of a 125 cafeteria health plan, offering choices and flexibility under one compliant umbrella.

Why You Should Look Into Section 125 Today?

There’s no denying that a Section 125 wellness plan can change how your company approaches employee benefits. But only if it’s done right.

The Lumara Plan isn’t just a patchwork of benefits. It’s a fully integrated system that delivers:

  • Higher employee satisfaction
  • Family-first coverage
  • Financial protection with group term life

  • Real-time health support, anytime, anywhere

We’re not reinventing the wheel; we’re making the wheel actually work. And that’s what makes Section 125 such a crucial piece of the benefits puzzle.

Ready to bring smarter, more affordable benefits to your team?


Book a consultation today and learn how the Lumara Plan leverages Section 125 to create a healthier, more loyal, and cost-efficient workforce.

Frequently Asked Questions

What does a Section 125 plan include?


It includes a wide range of benefits like health care, telemedicine, counseling, life insurance, and wellness support options.

Flexibility in benefits, higher engagement, stronger uptake, and better alignment with employee needs.

Flexibility in benefits, higher engagement, stronger uptake, and better alignment with employee needs.

Flexibility in benefits, higher engagement, stronger uptake, and better alignment with employee needs.