Pre-Tax Contribution
−$1,200
Applied before taxes through the Section 125 plan.
The
CHAMP
Plan™
More usable benefits for employees. Lower payroll taxes for employers.
More usable benefits for employees. Lower payroll taxes for employers.
How it fits with your current benefits structure—without disrupting what's already working.
What services are available, who is covered, and what employees must do to participate.
Payroll mechanics, financial assumptions, billing, compliance, and implementation—step by step.
Whether you already offer benefits or are exploring them for the first time, the challenge is delivering meaningful employee value without adding unsustainable cost.
Benefits provide limited value when employees cannot afford, understand, or easily use them.
Healthcare and benefit expenses continue to increase while employer budgets remain constrained.
Employers must compete with organizations offering stronger compensation and more attractive benefits.
New benefits often create additional expense, administrative work, or disruption for HR and payroll.
Which challenge is creating the most pressure for your organization today?
Included at $0 Copay for All Enrolled Employees
Included at $0 Copay for All Enrolled Employees and their Dependents
CHAMPY AI and Plan Navigator provide 24/7 answers, explain coverage in plain English, and help members identify the right next step.
Connect with virtual primary care, urgent care, in-person providers, prescription support, and other available CHAMP services.
Complete a personalized Health Risk Assessment, receive proactive health guidance, order at-home testing, and track results directly in the app.
A qualifying health benefit through Section 125 of the IRC that reduces taxable income.
A fixed indemnity benefit paid directly to the employee's paycheck as non-taxable income.
The employee's gross compensation does not change.
Each month, $1,200 is contributed through the Section 125 plan to fund CHAMP's qualifying MEC health-plan component before taxable wages are calculated.
Because the employee's taxable wages are lower, both the employee and employer pay less in payroll taxes.
Section 125 plans have been part of the Internal Revenue Code since 1978 and are widely used throughout employer-sponsored benefits.
Each month, the employee completes a qualifying health-management activity through CHAMP.
Completing the required activity makes the employee eligible for the applicable benefit under the plan.
The benefit is added back through payroll after taxes, helping offset the pre-tax deduction shown in Part One.
The tax treatment of qualifying employee-paid accident and health benefits is governed by Internal Revenue Code §104(a)(3), a longstanding provision of federal tax law dating back to the Internal Revenue Code of 1954.
Applied before taxes through the Section 125 plan.
Non-taxable benefit paid under the Health Population Management Plan.
Monthly premium paid for the Health Population Management Plan.
The $1,130 benefit, less the $120 premium, returns $1,010 to the employee's paycheck.
For eligible employees, the payroll-tax savings exceed the $190 difference, resulting in more take-home pay.
Before CHAMP, no CHAMP pre-tax contribution is applied, so the full $4,000 is used to calculate applicable taxes.
Illustrative example based on assumed tax rates. Actual savings vary by employee, compensation, tax elections, location, and payroll frequency.
$302 in estimated tax savings − $190 CHAMP adjustment = $112 more take-home pay each month
Illustrative example based on assumed tax rates. Actual savings vary by employee, compensation, tax elections, location, and payroll frequency.
CHAMP does not change the employee's tax rate or withholding elections. The estimated tax savings result from reducing the wages subject to applicable payroll taxes.
Illustrative example based on assumed tax rates. Actual savings vary by employee, compensation, tax elections, location, and payroll frequency.
$47.80 per month × 12 months = $573.60 saved per participating employee each year
Each participating employee generates $573.60 in annual employer savings.
Participating employees × $573.60 = annual employer savings
The employer processes this amount but does not fund it.
This fee is offset by the employer's estimated $91.80 in monthly FICA savings.
Per participating employee, billed monthly in arrears.
After estimated FICA savings, the employer retains $47.80 per participating employee each month.
We analyze payroll, determine eligibility and prepare customized savings projections.
We educate employees, answer questions and guide them through enrollment.
We provide the materials, messaging and reminders needed for rollout.
We work with your payroll contacts to configure and validate the adjustments.
Your HR team and employees receive dedicated, ongoing assistance.
Provide the information, approve the plan, and connect us with the right contacts. We handle the rest.
Using your actual payroll data, we'll build a customized analysis for your company.
See which employees qualify and which employees are projected to benefit.
Compare each employee's current paycheck with their estimated paycheck after CHAMP.
See your projected monthly and annual payroll-tax savings after CHAMP fees.
Before uploading, confirm that the report includes all four items below for each employee.
Total earnings before taxes and deductions.
Federal, state, Social Security and Medicare taxes shown separately.
Health insurance, retirement and other benefit deductions shown separately.
The employee's final take-home pay after taxes and deductions.
One recent pay period only • No year-to-date report