Fiscorex designs and administers IRS-compliant cafeteria plans that lower FICA liability for employers of every size — from small businesses to mid-market and enterprise-level teams — built on standard, time-tested Section 125 and Section 105 rules.
From initial design through annual testing — one team, one compliance record.
Cafeteria plan architecture built around your wage bands, existing benefits stack, and headcount — engineered to hold up under IRS review from day one.
Employee elections, pre-tax contribution routing, and medical reimbursement funding, handled end to end so payroll teams stay out of the weeds.
Annual nondiscrimination testing, plan documentation, and a standing, indexed compliance record available on demand for any regulatory body.
Real healthcare value on the employee side, real payroll savings on the employer side.
An illustrative estimate — your proposal will show exact figures for your team.
Illustrative estimate only, based on figures you enter. Actual tax outcomes depend on each employer's specific payroll, plan design, and circumstances — your proposal will include exact numbers for your team.
Fiscorex specializes in designing and administering IRS-compliant Section 125 cafeteria plans that unlock meaningful FICA savings for employers while delivering real healthcare value to employees.
We built our practice on the rules that were already sound — long before the IRS started scrutinizing wellness cash-back schemes — so every dollar saved is fully defensible under examination.
Read our approachA proven statutory framework, applied in the same order for every plan we administer.
Employees elect qualified benefits pre-tax, reducing gross wages subject to FICA for both employer and employee.
Pre-tax dollars fund actual healthcare expenses, meeting IRS requirements for excludable benefits rather than taxable cash.
Plans undergo annual testing to confirm they do not disproportionately favor highly compensated or key employees.
All plan documents, amendments, and compliance records are held in a secure, indexed repository for instant regulatory retrieval.
Workforce structure determines savings potential — these verticals see it first.
Compounds savings by lowering both standard FICA obligations and heavily burdened workers’ comp classifications.
A high-value recruitment and retention lever for field workers, while mitigating steep trade-based payroll liabilities.
Lowers operating costs across high-turnover workforces with instant-access virtual care, at no added benefit budget.
The Fiscorex Section 125 plan combines a pre-tax payroll contribution under IRS Section 125 with a Section 105 medical reimbursement arrangement that reimburses employees for eligible Section 213(d) medical expenses. Because the contribution is made pre-tax, it can reduce the wages subject to FICA, which may lower an employer's payroll tax costs. The plan is administered to meet IRS substantiation and nondiscrimination requirements, and employees complete at least one qualifying wellness activity each year. Actual tax outcomes depend on each employer's circumstances.
The program is designed to be funded by the payroll-tax savings it creates, so eligible employers can typically offer it to employees at $0 net cost. Your proposal shows the exact figures for your team before you commit; actual outcomes depend on each employer's circumstances.
No. This program operates as a standalone supplement that sits alongside your existing coverage — employees keep everything they have and gain additional benefits. There is no plan switching, and you keep your current broker and carrier relationships.
Yes. The program is designed and administered to comply with applicable requirements under IRS Sections 105, 106, 125, and 213(d). Our administrators provide comprehensive compliance and regulatory review support to help ensure participating employers meet applicable IRS requirements.
Most employers move from initial assessment to a live plan within one full payroll cycle. Timeline depends on plan complexity, existing benefits integration, and enrollment scheduling.
Tell us about your workforce and current benefits structure — we’ll return a defensible savings estimate before you commit to anything.