Optimize Employee Benefits with HealthGuard

Your Partner in Preventative Care

What is the SIMRP?

SIMRP stands for Self-Insured Medical Reimbursement Plan.

A well-structured SIMRP stands as a powerful tool for employers seeking to provide comprehensive benefits to their workforce while maintaining cost efficiency.

A SIMRP is an ADA, ERISA, HIPAA, and IRS-Compliant employee benefit intended to create tax and healthcare cost savings for employers and employees alike

250,000+

Employees Registered

Program Highlights:

Our No-Net Cost Supplemental Preventative Care Benefit:

Employee Wellness Services

• Funded by real-time tax savings requiring zero out-of-pocket expense.

• Reduce payroll taxes by $50 per employee per month*

• Increases employee take-home pay by $75-$150 per month.*

• Includes a long list of additional, supplemental benefits including 24/7 telemedicine for the entire family, AI-driven wellness technology, urgent care and prescription benefits, and an assortment of valuable preventative care and wellness benefits.

• Keep your current health providers. It does not interrupt, interfere, disrupt or replace any existing employee healthcare plans. (supplemental program)

Example: A 10,000 employee company saves about $500,000/month.

* Average Results

• Minimum Qualifications: Employers with 10+ full-time (30+ hours a week), W-2 employees.

  (Schools, municipalities, and non-profits are eligible as well)

"Medical care reimbursements paid for an employee under employer's self-insured medical reimbursement plan aren't wages and aren't subject to social security, Medicare, and FUTA taxes, or income tax withholding."

What Do the IRS & CPA's Say?

IRS Pub 15, 2024, Employer's Tax Guide

The CPA Journal (Opportunities for Tax and Cost Savings)

"The ACA increased incentives for employers to adopt self-insured healthcare programs. More focus is being placed on consumer based approaches with an emphasis on preventative care. One approach is to establish a SIMRP program."

"The program saves employers money due to a reduction in FICA taxes paid because the amount elected by the employee to be contributed to the plan is not considered to be wages and therefore not taxable for Social Security purposes.