Our preventive health benefits plan helps employers expand access to care while reducing healthcare-related costs for both the business and its employees. Structured around established tax rules, the plan improves payroll tax efficiency while increasing employee utilization of care.
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By lowering taxable wages and reallocating those savings, employers reduce FICA tax exposure while employees gain access to essential care.
Services such as virtual primary care, urgent care, mental health support, and prescription coverage are delivered through a centralized platform. The plan can complement existing coverage or function as a stand-alone solution, while remaining fully compliant with 213(d) guidelines.
Proven Experience, Measurable Impact
Our team of engineers and tax professionals will perform free assessments to
prequalify your project. Our §179D Deduction service includes:
Full-time employees working 30 hours per week on average and making a minimum of $26,000 per year would be eligible for the program.
On average, employers see a net FICA tax savings of up to $1,186 per full-time W2 employee per year. This is a tax savings, not a credit. The savings are realized each time payroll is run. For a company running bi-weekly payroll, that equates to approximately ~$45 in savings per employee each pay period.
On average, employees realize $250–$350 in tax savings per month. These savings are then repurposed to fund benefits.
The program applies a fixed pre-tax deduction to each participating employee’s paycheck. This lowers taxable wages, which reduces the employer’s FICA tax liability. The FICA rate remains 7.65%, but it is applied to a lower amount of gross taxable income. The employee then receives a non-taxable post-tax reimbursement that restores take-home pay, while the tax savings are used to subsidize benefits.
A fixed pre-tax deduction lowers taxable wages.
The same 7.65% FICA rate now applies to a lower gross taxable income amount.
A non-taxable reimbursement restores take-home pay.
Employee tax savings are used to fund service provider fees and ancillary benefits.
The program provides all-in-one access to preventive and early-intervention services through a centralized platform, including urgent care, primary care, mental health, pharmacy, and weight health resources.
Convenient fast medical care for non-emergencies. Members receive unlimited virtual urgent care visits per enrolled household member per year, with 24/7/365 access and rapid, same-day appointments.
Continuous care, health management, and prevention. Members receive unlimited virtual primary care visits per year, with personalized treatment and the option to see the same providers over time.
Support for mental well-being with unlimited therapy visits per member per year, rapid support for urgent needs, and provider matching.
Access to 1,000+ commonly prescribed generic medications by home delivery, plus 70+ urgent medications available through 70,000 retail pharmacies.
Personalized weight health support with coaching, provider consultations, and tools like FITon, MyFitnessPal, and Withings integration.
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Free Quest diagnostic lab testing after 90 days being on the plan
Employees receive $0-copay primary care (3 visits/year), $0-copay access to 3,500 medications, and urgent care visits and Quest lab testing as allowed by available tax-savings funds.
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Reduces medical expenses with an average 35% savings on hospital bills. Provides comprehensive, transparent coverage and relieves financial stress nationwide.
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Whole life coverage (up to $150,000 guaranteed issue) with average cash value growth of 4–7% after year two.
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No. It stacks on top of existing coverage and can also act as a stand-alone benefit when no current coverage is in place.
No. The program is funded through a pretax structure that reallocates part of the employee’s tax savings to subsidize benefits.
Yes. The program is designed around IRC Sections §125, §104(a)(3), §105(b), §106(a), and §213(d), as well as ERISA and ACA regulations.
Full-time W2 employees working an average of 30 hours per week and earning at least $26,000 annually are typically eligible. Employers can define participation guidelines based on their workforce structure.
The plan includes virtual primary care, urgent care, mental health support, prescription coverage, and additional preventive health services, all delivered through a centralized platform.
Implementation is typically fast and streamlined, with onboarding, documentation, and compliance handled by licensed third-party providers to ensure a smooth rollout.
While this strategy includes reviewing assets for missed cost segregation studies, for taxpayers with numerous assets,
this is a vastly superior planning idea since it reviews all assets for a multitude of opportunities, including:
We assess eligibility and potential savings.
We handle the technical payroll setup process.
Employees are enrolled through a guided digital onboarding process. Most companies are up and running within 2–3 weeks.
From final paperwork through payroll setup and employee onboarding, IronGate guides each phase of implementation so the program launches smoothly for both your team and your employees.
Discover how preventive care benefits, payroll tax efficiency, and employee wellness support can work together, without disrupting current coverage.
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