BizPower Benefits is the technology and expertise behind your Employer Sponsored Preventive Access (ESPA). Virtual urgent care, primary care, and mental health support for employees and their families.
An annual comprehensive lab panel for the employee. An average of $150 a month in supplemental insurance benefits. Built to pair with your major medical plan.
Better benefits for your team. A benefits strategy designed to make financial sense for your business.
HR Director, Manufacturing
“The setup was fast and efficient — no disruption to our operations, no confusion among our team. The enrollment process was simple, and their staff provided all the support we needed to ensure a successful launch.”
Employer Sponsored Preventive Access, or ESPA, adds practical healthcare access without requiring an employer to replace its existing major medical plan.
The employer sponsors the program. BizPower Benefits provides the plan-document support, technology and administrative infrastructure that make it easier to implement and manage.
Under the structure, eligible employees may elect an Employer-Sponsored Medical Benefit through the company’s Section 125 cafeteria plan. The employer separately funds a medical reimbursement benefit through the SIMRP.
Employees who use the ESPA for routine and preventive needs rely less on the ER, urgent care, and specialist visits. Over time, that softens pressure on the major medical plan at renewal.
Eligible employees may satisfy their share of the Employer-Sponsored Medical Benefit through a qualifying Section 125 election. Those elections can reduce wages subject to applicable employer payroll taxes.
The resulting payroll-tax savings may help offset the employer’s cost of providing and administering the program. The SIMRP reimbursement benefit is separately funded by the employer.
Share your payroll structure. We model the ESPA for your specific census and return a per-employee picture.
ESPA does not rely on one transaction to create every tax result.
Section 125 provides the election mechanism for the employee’s share of the Employer-Sponsored Medical Benefit.
Section 106 addresses employer-provided accident or health coverage.
Section 105(b) addresses qualifying medical reimbursements through the separately employer-funded SIMRP.
Section 213(d) defines the medical care underlying the benefits.
The structure is designed to keep the employee’s election and the employer-funded reimbursement function economically and administratively separate.
Employers with W-2 employees, from small businesses to large enterprises. The plan works for C-Corps, S-Corps, LLCs, partnerships, nonprofits, and municipalities.
