01 / VIRTUAL CARE
24/7 video telehealth
Unlimited 24/7 video consultations for covered non-emergency care, with $0 copay and no separate out-of-pocket charge for included visits.
A private executive briefing for employers
Could your company reduce employer FICA taxes by 20–30% while providing more employee benefits?
A specialized Section 125 plan can combine healthcare, wellness and included financial-protection benefits with a $35 monthly employer platform fee per participating employee. The program combines additional services and financial protection with a payroll structure designed to generate employer savings.
Works alongside your existing major medical plan. No need to replace your broker.
The economicsSchedule your presentation ↗
What does participation mean for your organization?
Understand the monthly program fee, the reported average annual savings, and what stays unchanged.
$35
Monthly fee
Per participating employee; $420 annually.$957
Program-reported average net annual FICA savings
Per participating employee, reported by the program as a documented average after applicable fees. Individual employer results vary.No change required
To existing major medical coverage
Your current plan and broker relationships can remain in place.The next step is an employer-specific analysis of participation, payroll, potential savings, and benefits.
The $957 figure and 20–30% range are program-reported results, not independently validated by this website. Supporting documentation should be reviewed before publication. Actual savings depend on employee census, payroll, participation, implementation and tax circumstances. Independent tax and ERISA counsel review is essential.
Your exact FICA reduction requires your numbers.
Reported averages illustrate the opportunity. Only a one-on-one presentation and employer-specific payroll review with the plan administrator can establish a projected FICA reduction for your organization.
Employee experience$0 copay on covered platform services
Healthcare employees can actually use.
Unlike limited-use benefits, the plan is designed to provide unlimited access to covered telehealth, mental health, care navigation, and wellness support without copays or separate out-of-pocket service charges. Prescription benefits have their own formulary rules.
02 / MENTAL HEALTH
Mental health support
Unlimited covered mental health consultations, with $0 copay and no separate out-of-pocket charge for included sessions.
03 / PRESCRIPTIONS
Common medications
Access to more than 1,000 included medications at no cost when covered by the program formulary; eligibility and dispensing rules apply.
04 / GUIDANCE
Care navigation
Unlimited access to included care-navigation support to help find appropriate care, at no separate out-of-pocket cost.
05 / WELLBEING
Wellness & EAP
Unlimited access to included EAP, wellness resources and eligible coaching support, without separate out-of-pocket service charges.
Unlimited access and $0 out-of-pocket costs refer only to specified covered platform services, subject to plan terms, eligibility and any service-specific limits. Prescription coverage is governed by the formulary and dispensing rules. Outside medical services are not represented as free. Illustrative imagery.
See what these benefits could mean for your workforce.
Review the included services and discuss your organization's eligibility and FICA opportunity in a one-on-one briefing.
One integrated benefits plan
More benefits for employees. No separate out-of-pocket payment for included benefits.
The healthcare and wellness platform and designated supplemental protection are brought together through one coordinated benefits structure—not presented as unrelated products employees must purchase separately.
One plan. Everyday healthcare. Financial protection.Designed to deliver included benefits without additional out-of-pocket payments by participating employees, subject to their actual coverage and plan terms.
Additional financial protection within the planFamily protection
Guarantee-Issue Whole Life
Permanent life insurance protection for eligible employees, with coverage levels and guaranteed-issue limits governed by the policy.
Part of the coordinated plan offering, where selected and included.
Income protection
Short-Term Disability
Coverage that may provide income protection when a qualifying illness or injury prevents an employee from working, subject to the policy.
Integrated with the broader benefits offering, when included in the employee's election.
Covered healthcare services
No copay for services specifically included in the healthcare platform; outside services and non-covered care are not represented as free.
Included supplemental coverage
No separate out-of-pocket premium payment for the designated coverage when funded by the plan. Additional or optional elections may have different terms or costs.
Specific insurance products, availability, coverage limits, premium funding, employee elections, payroll treatment and eligibility must be confirmed against official plan and policy documents. “No separate out-of-pocket payment” does not independently guarantee unchanged net pay or eliminate exclusions, deductibles or other policy conditions.
A disciplined approach
Education first. Evaluation second.
01
Understand
Attend a 30-minute executive discussion about the program, service delivery and Section 125 structure.
02
Determine eligibility
Confirm that the employer offers a major medical plan and that participating employees are eligible W-2 workers. Employees do not have to enroll in the employer’s major medical coverage.
03
Evaluate your numbers
If warranted, the plan administrator develops an employer-specific analysis using actual payroll and eligibility information.
What stays the same
No need to disrupt what already works.
Operogo introduces employers to emerging strategies. It is not a health insurer, does not replace existing major medical coverage, and does not require the employer to change its broker.
Employer must offer major medical coverage; participating W-2 employees are not required to enroll in it
Employees covered under a spouse’s plan may still qualify
Existing major medical plan remains in place
Existing adviser and broker relationships can continue
The plan administrator conducts the technical assessment
Executive questions
Questions worth resolving before making a decision.
A private presentation explains the plan and what payroll information is needed for a tailored calculation of your organization’s potential FICA tax reduction.
Does this replace our current health insurance?
No. The program is intended to work alongside an employer's existing major medical plan.
What does the employer actually pay?
The stated platform fee is $35 per participating employee per month. Other financial effects, eligibility conditions and employer obligations must be reviewed in the formal program documentation.
Do all employers achieve the same FICA reductions?
No. The program reports documented averages and examples, but the actual reduction depends on each employer’s payroll, participation, tax circumstances and implementation. A one-on-one presentation identifies the information needed, and a company-specific payroll analysis provides the projected reduction.
Is employee net pay affected?
The program is designed to preserve employee take-home pay under its stated payroll model. Payroll outcomes must be confirmed for each employee and employer before adoption.
Who qualifies for the program?
The employer must offer a major medical health insurance plan. Participating employees must be eligible W-2 employees, but they do not have to enroll in the employer’s major medical plan. For example, an employee covered by a spouse’s health insurance may still qualify. Additional program eligibility conditions are confirmed during review.
Are Whole Life and Short-Term Disability part of the plan?
The integrated offering can include designated Whole Life and Short-Term Disability protection in addition to healthcare services. Whether specific coverage is included without a separate employee payment, and any optional coverage choices, must be confirmed in the final plan and insurance documents.
Do employees have to pay separately for included benefits?
The plan is designed so participating employees do not make a separate out-of-pocket payment for benefits included and funded through their plan. This is distinct from any payroll deductions and credits, and does not mean every medical expense or optional insurance election is free.
Actual savings depend on your workforce. A one-on-one presentation and employer-specific analysis are needed to determine your projected FICA reduction.
The next step
Find out what your company could actually save.
Schedule a private, one-on-one presentation. We will explain the integrated benefits plan and the payroll data needed for the administrator to calculate your organization’s projected FICA tax reduction. A one-on-one presentation and review of your actual payroll information are necessary to determine a company-specific projection; published averages alone cannot establish your savings.
There is no obligation to enroll simply by attending a presentation.
Schedule a one-on-one presentation ↗
Choose your preferred date and time on the Operogo scheduling page.
Prefer email? Request an appointment by email.