FAQ

WIMPER (Wellness Integrated Medical Plan Expense Reimbursement) is an employer-owned, employer-run program that combines a Section 125 cafeteria plan with a Section 105(b) self-insured medical reimbursement plan (SIMRP). It reduces your FICA tax liability while giving employees access to supplemental wellness and preventive care benefits. The key point: this is your plan. You own it, you run it. We help you set it up.

Fixed-indemnity plans pay cash benefits and often create double-dip tax issues. WIMPER uses a Section 105(b) SIMRP that reimburses qualifying medical expenses under IRC Section 213(d). There are no cash payments, no taxable incentives, and the structure is fully aligned with IRS code. This is not a scheme or a loophole. It is a well-established employer plan structure.

You do. The employer owns the plan and runs it. Brandon Attebury serves as your Program Advisor to handle setup, compliance documentation, and ongoing support. But the plan, the savings, and the decisions belong to the employer. We are not selling you a product. We are helping you build a plan that you control.

Yes. The Prepaid Health Care Act requires employers to provide health insurance to employees working 20+ hours per week. WIMPER does not replace or modify that coverage. It layers a compliant Section 125/105 structure on top of your existing health plan. There is no conflict. In fact, Hawaii employers are especially well-positioned for WIMPER because you are already providing coverage.

No. Your current major medical plan, HMSA, Kaiser, or any other coverage stays exactly as it is. WIMPER works alongside your existing benefits as a supplemental structure. Nothing changes for your employees' existing health insurance.

Hawaii employers already carry the cost of mandatory health coverage under the Prepaid Health Care Act. WIMPER helps you recover FICA tax dollars from that existing investment. Combined with Hawaii's high cost of living and competitive business environment, the FICA savings (approximately $1,120 per enrolled employee per year) represent real money that goes back into your business.

The average employer saves approximately $1,120 per enrolled employee per year in FICA taxes. With typical 80% participation, a 50-person company saves around $44,800 per year. A 100-person company saves around $89,600. Use the calculator on our homepage to estimate your numbers, or request a ProForma based on your actual payroll data.

The WIMPER program is structured so that the savings offset the costs. Brandon will walk you through the full financial picture during the ProForma analysis so you can see exactly how the numbers work for your company before you commit to anything.

No. Employees keep their existing health insurance. Their take-home pay actually increases because their FICA tax is also reduced by the pre-tax contribution. Additionally, employees gain access to supplemental wellness and virtual care benefits at no cost to them.

Yes. The program is built on IRC Sections 125, 105(b), and 213(d). These are well-established provisions of the tax code. The structure is specifically designed to avoid patterns flagged in IRS Chief Counsel Memorandum 202323006. Compliance documentation, nondiscrimination testing, and plan documents are all part of the implementation.

The program maintains plan documents, eligibility records, wellness activity tracking, reimbursement logs, and supporting materials. Brandon and the implementation team handle the documentation. You receive a Digital Compliance Vault with all plan documents, nondiscrimination testing results, and annual reporting.

Yes. The program is structured with the documentation and process rigor required to withstand regulatory scrutiny. Detailed records, standardized workflows, and clear documentation are maintained throughout the life of the plan. This is built into the implementation from day one.

Most employers go live within 30 to 45 days. This includes census review, payroll configuration, employee communications, and a test payroll cycle to validate everything before go-live.

Yes. The program integrates with ADP, Paychex, QuickBooks, Gusto, Hawaii Payroll Services, and most other modern payroll platforms. A test payroll cycle is run before go-live to confirm everything is configured correctly.

Brandon works directly with your payroll and HR contacts to configure the necessary entries. Your team receives clear communication materials for employees. The lift on your end is minimal. Brandon handles the heavy work.

Participation is voluntary. Non-participating employees simply do not enter the program. Typical participation rates range from 70 to 80% for mid-market employers. The ProForma analysis accounts for different participation scenarios so you can see savings at various levels.