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Benefit Services

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.

  • Health Savings Account (HSA)

    Reimbursement for medical expenses.

    HRAs are owned and funded by the employer. These plans are designed to help offset employee out-of-pocket, qualified medical expenses and individual health insurance premiums with tax advantages for both the employer and employee.

    We offer the traditional HRA plans as well as the newer HRA options that include Individual Coverage Health Reimbursement Arrangements (ICHRAs), and Qualified Small Employer Health Reimbursement Arrangements (QSEHRAs). Both plans incorporate the ability to reimburse the individual for purchasing individual medical coverage which is not allowed in the traditional HRA plans.

    Why choose an HRA?

     

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

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

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

  • 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.

  • Individual Coverage Health Reimbursement Arrangement (ICHRA)

    ICHRAs are more flexible than QSEHRAs with no limit on the reimbursement amount or company size.

    Common qualifying expenses can include: Individual insurance premiums, copays, deductible payments, coinsurance, doctor office visits, exams, lab work, hospital visits and prescription drugs.

    Large Employers can still offer group health plans and class out employees not a fit or eligible for the group health plan and offer ICHRAs.  ICHRAs can satisfy the Applicable Large Employer (ALE) requirements under the ACA.

     

  • Premium Only Plans (POP)

    A Section 125 Premium Only Plan (POP) is a qualified employee benefit plan. When an employer offers health benefits to its employees, it can allow their employees to pay for their contributions to the health/vision/dental/disability/group term life insurance programs with pre-tax dollars. With this plan, employers and employees have the ability to make contributions pre-tax and earn significant savings every year. POP Is a great way to earn significant tax savings every year.

    With our FSA administrative service, employers receive a POP for free from PrimePay. With a POP in place, Employers can save both themselves and their employees on pretax deductions by establishing pre-tax deductions in payroll. Deductions could include benefits like medical, dental, vision, etc.

    Employers realize 7.65% in FICA tax savings. Employees average a 25% tax savings.

  • 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:

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

  • Claims Processing Solution

    PrimePay’s ClaimsEssist℠: Improved, Efficient Claims Processing

    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.

    Why choose PrimePay’s ClaimsEssist℠?

    • 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.