Ease the financial pressure of rising health care premiums and future planning with pre-tax benefit options and retirement plan solutions.
Pre-tax Health Savings Accounts
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:
- Efficient live or email client support.
- Transparency regarding claims turnaround time.
- Participant support portal.
- Convenient mobile app.
Some people clip coupons or browse the clearance rack without batting an eye. But when it comes to health care, we tend to not think twice about our options. PrimePay helps with administration of consumer driven benefits for your company, no matter the size or choice of plan.
Health Savings Account (HSA)
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 funnels into an HSA (truly, no rollover limit) as it is contributed and it can be used tax-free for 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.
Plus, HSAs can be paired with a limited-purpose or post-deductible FSA or HRA!
Flexible Spending Account (FSA)
Thirty-five million. That’s the number of current FSA plans in the U.S. It's no secret - flexibility is key when it comes to health care.
An FSA is a consumer driven health plan option often funded by the employee, but can be funded by the employer. The account is owned by the employer, while funds are owned by employees. With this tax-advantage plan, employees put money into an account to pay for qualified expenses.
Health Reimbursement Arrangement (HRA)
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.
Part of this plan's employer funded money is available at the start of the year. HRAs can also be prorated where the employer deposits money each month.
Premium Only Plans (POP)
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.
In order for the consumer driven health plans that you offer to be tax deductible, you need a POP.
POP is the avenue that allows your employees to pay their consumer driven health plan premiums with tax-free dollars. Plus, employers don't have to pay FICA/FUTA taxes on the money that employees use toward their individual or group health plan premiums.
That’s right, Great news is, when you choose a pre-tax health plan with PrimePay, POP will automatically be included. Our goal is 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’s a little taste of our offerings:
- SIMPLE IRA
- Defined Benefit Pension
- Profit Sharing
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: