Employee retention is no longer just about competitive salaries; it’s about total wellness. In today’s workforce, benefits play a crucial role in keeping top talent engaged and loyal. But what if your benefit strategy could also cut costs and boost morale?
That’s exactly where a Section 125 wellness plan steps in.
At Lumara Health, we offer the Lumara Plan, a modern take on the traditional Section 125 health plan, designed to deliver more than just tax savings. It gives employees a wellness-focused experience that builds trust, loyalty, and long-term retention.
What Is a Section 125 Health Plan?
A Section 125 health plan, also known as a cafeteria plan, allows employees to pay for medical expenses with pre-tax income, reducing their taxable wages and saving your business on payroll taxes.
But the Lumara Plan is not just another cafeteria plan. It fully integrates:
- Preventative Care Management (PCMP)
- Specialized Insurance Medical Reimbursement Plan (SIMRP)
- and a fully compliant Section 125 framework
This combination creates a cost-free, fully managed solution that offers rich benefits your team will actually use.
Why Retention Hinges on Wellness, Not Just Pay
In today’s market, the link between wellness and retention is stronger than ever. Employees are not only asking for health benefits, they’re expecting them to be meaningful, affordable, and inclusive. High salaries might attract talent, but if workers feel unsupported in their health, stress, or family needs, they won’t hesitate to leave for an employer that delivers more complete care.
That’s where Section 125 wellness plans change the game. By giving employees benefits with zero copays, proactive wellness programs, and family coverage, businesses send a clear message: “We value you beyond the paycheck.” The Lumara Plan in particular is structured to remove barriers that traditionally frustrate employees, surprise bills, limited access to mental health support, or rising out-of-pocket costs. Instead, it empowers your team to stay healthier, happier, and more productive while enjoying a noticeable increase in take-home pay.
When wellness becomes seamless and stress-free, turnover naturally decreases. Employees feel anchored, motivated, and connected to the workplace, not because they’re tied down by necessity, but because they see long-term value in staying.
Why the Lumara Plan Is Built for Retention
It’s not just about the savings; it’s about showing employees that their well-being is a priority.
With the Lumara Plan, employees get:
- $0 Copays on Telehealth, Mental Health, RX & Wellness
- 3–4% Net Pay Increase (~$100/month take-home)
- Spouse & Dependent Coverage at No Cost
- Access to Mayo Clinic Tools, Vitals Scan & Stress Programs
- EAP, Addiction Support & Couples Counseling
These aren’t just perks, they’re high-impact, family-inclusive benefits that create loyalty and reduce turnover.
Building a Culture of Care with the Lumara Plan
Every retention strategy eventually comes down to culture. A paycheck may meet financial needs, but culture determines loyalty. The Lumara Plan plays directly into this by transforming benefits into a shared experience of care. From 24/7 telemedicine to advanced programs like Mayo Clinic tools and vitals scanning, it equips employees and their families with resources that foster healthier living.
For employers, the cultural impact is twofold. First, offering benefits like $0 copays and no-cost dependent coverage instantly improves morale and satisfaction. Second, it demonstrates corporate responsibility, showing employees that leadership invests in their health just as much as in business growth. This builds a sense of mutual trust, which is one of the strongest drivers of retention.
Ultimately, the Lumara Plan isn’t just about lowering taxes or saving money. It’s about giving businesses a tool to reinforce their culture of care, reduce turnover, and keep their best talent motivated for the long haul.
Why Employers Love It, Too
For businesses, the Lumara Plan is a win on all fronts:
- Save $600–$800/year per W-2 employee
- Zero implementation cost
- Reduce claims and healthcare spending
- Launch in just 30–45 days
- No changes to existing health providers
And while you’re saving on payroll taxes, your workforce is becoming more engaged, supported, and stable.
Retention Starts with Smarter Benefits
More than 60,000 employees are already enrolled in the Lumara Plan. These are workers who feel valued, supported, and healthier, thanks to a modern Section 125 wellness plan that prioritizes their needs without burdening their paychecks.
If you’re struggling with high turnover or the rising costs of traditional benefits, it’s time to look at what’s quietly working for thousands of companies just like yours.
Ready to Turn Benefits into a Retention Strategy?
Don’t just offer benefits, offer a reason to stay.
Book your 10-minute consultation to see how the Lumara Plan can reduce costs and boost loyalty at the same time.
