EHP Savings Calculator

• Primary Care, specialist, and urgent care office visits 
• 24/7 virtual direct primary care 
• Prescription drugs for acute and prevention 
• Health Coaches 
• Dental / Vision
• Accident / hospital indemnity
• Universal life
• Software that helps employees take a proactive approach to their health

EHP is a comprehensive employee benefits solution designed to help businesses save on costs while providing top-tier coverage to employees. 

EHP offers significant FICA tax savings, potentially saving up to $900 per employee yearly, and provides up to 30% savings on workers' compensation costs.

No, EHP is designed for seamless integration with your current benefits offering.

Yes, EHP ensures effortless ACA compliance, especially for employees not enrolled in your current health insurance plan.

EHP includes comprehensive coverage options, a wellness program, and a menu of supplemental options, including dental, vision, life insurance, and hospital plan.

Yes, EHP is approved for use in all 50 states.

We offer dedicated support to make the enrollment process smooth and hassle-free for both employers and employees.

Yes, EHP allows you to maintain your current insurance carrier.

Absolutely, EHP is designed for flexibility and can be customized to complement your existing benefits structure seamlessly.

Yes, EHP is available for nonprofit organizations, and we can discuss specific options to align with your mission.

Yes, the Amaze wellness program included with EHP offers access to mental health experts and resources.

Because the EHP follows all regulations and ACA rules, unless an employee experiences a Qualifying Life Event, an employee who enrolls in EHP will not be eligible to make changes until the end of the plan year.

Your paycheck total amount will not change and may even increase by a nominal amount. The regulations governing cafeteria plans allow for a pre-tax contribution and a post tax premium for all the included benefits. The tax savings from this transaction allows for your benefits to be delivered with no net cost. Government regulation requires full transparency of this transaction even though the net change is nominal.

• Employees must be W-2
• Employees must be full-time (at least 30 hours per week)
• Employees must have health insurance because the program is an Integrated 105 plan. (4980D) (If an employer already has a health plan in place, great, you may keep what you have. If an employer does not have a health plan in place, one will be provided as part of the Essentials Health Plan package at no additional cost).

EHP is a Self-Insured Medical Reimbursement Plan (SIMERP) and was purposely created, fully researched, and found compliant with IRS 213(d), 106(a), 105(b), 1.105-11(i), and 104(a)(3) codes, and all applicable IRS memos, ERISA regulations, HIPAA, and the ADA. Medical Services Are a Key Component EHP is always paired with an ACA-approved medical plan to make an integrated 105 plan.

Deduction of The Plan Is Pre-Tax Eligible The deduction of plan cost from an employee's gross wages is addressed by IRS Codes 106 (a). The Office of Chief Counsel Internal Revenue Service Memorandum (Number: 201703013, Dated: 1/20/2017) states: "The value of coverage by an employer-provided wellness program that provides medical care (as defined under §213{d)) is generally excluded from an employee's gross income under §106(a). The pre-taxing of this deduction made possible under a Self-Insured Medical Reimbursement Plan and a Cafeteria Plan (§ 125) creates the reduction of taxable income, generating savings for the employee and the employer.