Pre-tax Benefits

Save big with PrimePay’s Benefit Services.

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.

Offer your employees the best in pre-tax benefits.

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

Health Savings Accounts (HSA)
Health Savings Accounts (HSA)
Flexible Spending Accounts (FSA)
Flexible Spending Accounts (FSA)
Health Reimbursement Arrangements (HRA)
Health Reimbursement Arrangements (HRA)
"We chose PrimePay because we wanted to be able to offer our employees a great benefits package with a health reimbursement account that was easy to manage for us & compliant."
Shawn Hayden
Coleman Assembly & Packaging Inc.

Health Savings Account (HSA)

Your vehicle to savings, without a rollover limit.

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.

Why choose an HSA?

Pre-tax Contributions
Pre-tax Contributions
You don’t pay tax or unemployment on the money contributed to the account.
Tax-free Growth & Distributions
Tax-free Growth & Distributions
You don’t pay taxes on funds used for qualified expenses nor on gains you earn (if funds are invested).
Retirement
Retirement
HSAs are a great retirement savings vehicle. Many custodians offer a range of investment options.

Flexible Spending Account (FSA)

Flexibility you've been looking for.

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.

Why choose an FSA?

Tax Savings
Tax Savings
Both employees and employers get to benefit from tax savings with an FSA.
Out-of-Pocket Assistance
Out-of-Pocket Assistance
Full annual election amount available immediately to pay for qualified medical expenses.
Boost Recruiting
Boost Recruiting
FSAs are a sought-after benefit, helping you to be competitive in your quest to attract great employees.

Health Reimbursement Arrangement (HRA)

Reimbursement for medical 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.

Why choose an HRA?

Fund Availability
Fund Availability
Money is available by the employer as qualified claims are incurred.
Contribution Options
Contribution Options
HRAs allow employers to have flexibility with their contribution amount.
Max Premium Savings
Max Premium Savings
HSA plan designs can be used for the premium savings, set up as an HRA, if HSA accounts aren’t established.

Qualified Small Employer Health Reimbursement Arrangements (QSEHRA)

Affordable option for smaller businesses.

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)

POP, do you need one?

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.

Some Benefit Services clients get POP free.

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!

Retirement Services

Plan for your future, live for today.

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.

Payroll + Retirement = Savings

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

Process and move contributions automatically.
Process and move contributions automatically.
Handle preparation for compliance testing.
Handle preparation for compliance testing.
Provide guidance from certified licensed advisors.
Provide guidance from certified licensed advisors.