66 percent of consumers say planning for out-of-pocket medical costs is challenging. Erase those fears by offering consumer driven health plans to your employees.

When you choose pre-tax benefit plans from PrimePay, you’ll also receive:

• Access to an employer portal.
• Access to a participant support portal.
• Automated claims processing.

PrimePay helps with administration of pre-tax benefits for your company, no matter the size or choice of plan.

This employee owned and funded pre-tax plan can be paired with limited-purpose or post-deductible FSAs or HRAs. Employers can also make contributions.

Money contributed to an HSA can be used tax-free for qualified medical expenses.

Those enrolled in a Qualified High Deductible Health Plan (QHDHP) and not covered by any other insurance for health expenses qualify for an HSA. The money in the plan can be used for common medical expenses and since there’s no annual rollover limit, employees can quickly accumulate a significant balance in their HSA.

There are currently 35 million FSA plans in the United States, so it’s no secret that flexibility is key when it comes to health care.

An FSA is a pre-tax account funded by the employee, but can be funded by the employer. The account is owned by you, the employer, while funds are owned by employees. With this tax-advantage plan, employees put money into an account to pay for qualified expenses.

HRAs are owned and funded by you, the employer. With this tax-advantage plan, money is available to reimburse employees for out-of-pocket, qualified, medical expenses. Plus, if you have a QHDHP, you may offer a post-deductible HRA with your HSA account.

Employer funds are available at the start of the plan year. HRAs can also establish a prorated monthly amount for the total annual funds available.

A QSEHRA is only available for small businesses with less than 50 full-time employees that do not offer a group health plan. This tax-deductible benefit allows employers to offer what you can afford – it's owned and funded by you.

Premium only plans (POP), also referred to as Section 125 Plans, are part of the IRS Section 125 code that helps make benefit programs more affordable for your employees.

For the pre-tax benefits that you offer to be tax-deductible, you need a POP.

POP is the avenue that allows your employees to pay their employee benefit plan premiums with tax-free dollars. Plus, employers don't have to pay FICA/FUTA taxes on the money that employees use toward their group health plan premiums.

POP administration is included in our FSA documents and is FREE with our HSA administration. Our goal is to simplify the benefits process for you – and this is just one way we do it!

And save a little money in between. PrimePay’s retirement solution and its Online Payroll integration can potentially save you hundreds in plan administration fees.

Our investment options were chosen with you in mind. Here are our offerings:

• 401(k)
• SIMPLE IRA
• Defined Benefit Pension
• Profit Sharing
• 403(b)
• 457

PrimePay’s solution includes a pre-screened menu of investment choices selected from thousands of options.

Integrating your retirement plan with our Online Payroll solution makes sense. Aside from lessening admin fees, we:

Your solution to claims preparation and submission.

PrimePay helps with the burdensome administrative tasks required for tax-free reimbursement processing by providing clients with an integrated health reimbursement arrangements (HRA) claims processing solution.

• Less administrative work, greater plan participation, and more employee engagement.
• Accurate and timely submission and reimbursement of claims.
• Fulfills IRS substantiation requirements for pre-tax plans.
• Reduces financial exposure and common user errors.
• Greater adoption of pre-tax plans and employee engagement.
• Provides funds to participant prior to receiving the bill from their medical provider.