Transform Your Employee Benefits with IRS- and ACA-Compliant FICA Savings

For Employers

✓ Save an average of $1,120 per employee on FICA payroll taxes

✓ Zero-cost implementation with no added payroll expense

✓ Improved employee retention and engagement

✓ Stronger, more competitive benefits package

For Employees

✓ Access to no-cost, pre-tax wellness and supplemental benefits

✓ Enhanced healthcare support that complements existing coverage

✓ No change to take-home pay

✓ No out-of-pocket costs to participate

Testimonials

See Your Payroll Savings in Action

A sample payroll report revealing the immediate financial impact of the Irongate FICA Reduction Program

Frequently Asked Questions

How Do the Savings Work?

The program applies a fixed pre-tax deduction to each participating employee's paycheck. This lowers their taxable wages, which reduces the FICA tax liability for the employer. The FICA rate of 7.65% remains the same, but it is now applied to a reduced amount, generating savings for the employer.

Why Was This Program Created?

The program originates from the Affordable Care Act (ACA) of 2014 and builds on earlier frameworks like Section 125 plans (ERISA 1974) and HIPAA (1996). It was designed to improve efficiency in healthcare delivery while ensuring employees have access to compliant, subsidized benefits.

Is the Preventive Care Program compliant with IRS and ACA regulations?

Yes. The program is fully compliant with IRS Sections §125, §104(a)(3), §105(b), §106(a), and §213(d), as well as ERISA and ACA regulations (e.g., 42 U.S. Code §300gg-4(i)(3)(c)). All documentation and administration are handled by licensed third-party providers to ensure compliance.

How Does This Affect My Current Healthcare Plans?

The program does not replace existing health coverage. Employees can keep their current plan. It simply adds additional wellness benefits and includes a Minimum Essential Coverage (MEC) plan to meet ACA requirements. For employees without major medical coverage, it can function as a stand-alone option.

What Are the Employee Requirements to Qualify?

Employees must earn at least $26,000 per year and average 30 or more hours per week. Enrollment in existing major medical coverage is not required, as MEC is automatically included. Employees currently on Medicaid are not eligible.

Does This Cost Anything Out of Pocket?

There is no out-of-pocket cost for either employers or employees. The program is funded through a pre-tax structure that reallocates part of employee tax savings to subsidize benefits. Employers are not charged administrative fees on their savings.

What Does the Process Look Like to Get Started?

Implementation is a simple 3-step process: (1) Discovery & Eligibility Review, (2) Payroll Setup & Administration, and (3) Employee Onboarding via a guided digital process. Most companies are live within 2–3 weeks.

Does This Affect My Take-Home Pay?

No. In many cases, employees see a slight increase in net take-home pay due to leftover tax savings after deductions are applied.

What Benefits Are Included in the Plan?

The plan includes unlimited virtual urgent care, 12 primary care visits per enrolled household member per year, unlimited common prescriptions at no cost, and 12 mental health counseling sessions. It also provides additional wellness resources, a MEC plan (with 3 in-person visits), hospital bill eraser, and a group whole life insurance policy if tax savings are sufficient.

What Kind of Prescriptions Are Covered?

Over 1,000 common generic prescriptions are included at no cost. Specialty or brand-only drugs may vary depending on availability.