Stop Overpaying the IRS.
Start Giving Raises.
Most business owners have never heard of Section 125, the 1978 federal tax code that legally reduces your payroll taxes by $681 or more, per W-2 employee, every single year. Your employees get $72 more per paycheck. You save thousands. Zero cost to either of you.
See What You'd Save
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Minimum 10 W-2 employees · $25K+ salary · ACA-compliant health coverage required
Verified by CBIZ & HitesmanLaw · Zero cost · Zero obligation
Section 125 of the IRS Tax Codelegally reduces payroll taxes for both the employer and employee — starting with the next payroll cycle after enrollment. The employee's pre-tax salary is structured through the program, which lowers their taxable income, reduces the employer's FICA obligation by 7.65% of the reduction, and returns a wellness benefit payment to the employee's paycheck. Every dollar saved comes from the federal tax code — not from your operating budget. The plan is compliant with IRC Sections 125, 105, and 106, ERISA, the Affordable Care Act, COBRA, and HIPAA. It does not replace your existing health insurance. It does not change your benefits broker relationship. It adds to what you already offer — at zero cost to you or your team.
The IRS Has Been Taking More Than They Need To. Here's the Legal Fix.
Every dollar you pay an employee gets taxed before it reaches them. You pay 7.65% in FICA taxes on their full gross wages. They pay another 7.65% on their end. Section 125 — a federal tax code in place since 1978 — legally shrinks the taxable number. Both of you pay less. Immediately.
Panel 1 · The FICA mechanism
You save $91.81 per employee per month in FICA taxes. $1,101.60 gross per employee per year. $681.60 net per employee per year after the program administration fee — which is fully covered by the FICA savings the program generates.
Panel 2 · The employee story
Your Employees Get a Raise. You Don't Spend a Dollar More.
The $1,200 pre-tax reduction funds a wellness benefit package — telemedicine, free medications, dental savings. In exchange your employee receives $72 more in their paycheck every month and $115 in healthcare benefits. The program administration fee is fully covered by your FICA savings. Your net cost: $0.
Cash. Automatic. Every payday.
- 24/7 telemedicine
- 400+ free generic medications
- Dental savings up to 60%
- Mental health counseling
- Entire household covered
Zero additional cost to you.
Program administration fee fully covered by FICA savings. Net employer cost: $0.
Panel 3 · The Workers' Comp multiplier
For Industries Like Trucking and Construction — This Is Where It Gets Interesting.
Your Workers' Comp premium is calculated on taxable payroll. Section 125 reduces that base automatically — producing a second estimated savings number most business owners never see.
Workers' Compensation insurance premiums are calculated as a percentage of your taxable payroll. When Section 125 reduces every employee's taxable wages by $1,200/month, your WC premium calculation base shrinks by the same amount. This isn't a separate program. It's the same reduction producing a second estimated savings number. For low-risk industries like medical offices the WC savings is modest. For trucking, construction, and home health — it can exceed the FICA savings entirely.
A 30-person construction company saves an estimated $80,928/year — from one program they’ve never heard of.
Workers' Comp savings are estimates based on taxable payroll reduction and vary by industry classification code, experience modification factor, and carrier. Your exact savings are confirmed in your free analysis.
Every Industry Has a Number. Most Owners Have Never Seen Theirs.
The analysis takes 15 minutes. Free. No obligation. No email required.
See My Exact Savings →Nobody Loses. That's Not a Coincidence.
Congress designed Section 125 in 1978 so every party in this arrangement wins simultaneously. This is the intended outcome — not a loophole. The law working exactly as written.
Save exactly $681.60 per enrolled W-2 employee per year in FICA taxes, net of all fees. Workers’ Comp premiums also decrease because they’re calculated on taxable payroll — and this reduces your taxable payroll. Zero new cost. Nothing changes operationally.
~$72 more per paycheck — automatically. Plus free 24/7 telemedicine, 400+ free generic medications, dental savings up to 60%, and mental health counseling for the whole household. Zero out-of-pocket cost.
A fair a nominal monthly fee administrative fee per enrolled employee — for years of compliance infrastructure, legal backing, and ongoing plan management. A real service for a fair price that is still less than 40% of the gross savings generated.
A local neighbor and Eagle Scout who found something genuinely valuable and earns a fair referral fee for making the introduction. No pitch. No pressure. You verify with your own CPA first and decide when you’re ready.
Congress wrote Section 125 to fund preventive healthcare for American workers. Healthier employees mean lower long-term Medicare and Medicaid costs. The reduced FICA revenue pays for itself in population health — exactly as Congress intended in 1978.
Why Can't My CPA Just Do This?
Most CPAs know Section 125 exists but don't implement it proactively — because knowing about it and being able to set it up are two completely different things. Here's why:
They Don't Build the Plan Document
Section 125 requires a formal written plan document that meets specific IRS requirements. Your CPA can advise on whether the plan is structured correctly — but they don’t draft, file, or administer the plan document itself. That’s a plan administrator’s job.
They Don't Have the Wellness Platform
The WoW Health Dashboard, 24/7 telemedicine, free medications, and dental network aren’t extras — they’re what creates the qualifying pre-tax event. Without real benefits flowing through a compliant wellness program, there’s no legal basis for the salary reduction.
They Don't Carry the Legal Protection
The $500,000 employer legal protection and $10,000 per-employee coverage is specific to ACA Solutions’ program and its backing from HitesmanLaw. Your CPA carries professional liability — not employer audit defense for a wellness cafeteria plan.
They Don't Manage Ongoing Compliance
After enrollment, someone has to handle nondiscrimination testing, ERISA filings, employee communications, monthly wellness activity tracking, and annual plan administration. That’s a full operational infrastructure — not a line item on your tax return.
They Don't Have the Carrier Relationship
The post-tax wellness reward that goes back into employees’ paychecks flows through an indemnity insurance carrier relationship that ACA Solutions built over years. Your CPA cannot replicate that pipeline — it requires a licensed carrier, not accounting software.
Your CPA will love this. Show it to them — they'll confirm it's real and it's legal. But they can't set it up for you. This requires a plan administrator, a wellness platform, a carrier relationship, and $500K in legal backing. That's what ACA Solutions built.
Exact Payroll Comparison — Before & After
Real figures from official program documentation, based on an employee earning $31,200/year (~$15/hour). Every number is calculated from published IRS FICA rates and is independently verifiable.
| Line Item | Without Program | With Program | Difference |
|---|---|---|---|
| Monthly Gross Income | $2,600.00 | $2,600.00 | — |
| Pre-Tax Salary Reduction | $0.00 | $1,200.00 | — |
| Taxable Income | $2,600.00 | $1,400.00 | ↓ $1,200.00 |
| Employee Total Tax Withholding | $427.72 / mo | $155.76 / mo | Employee saves $271.96/mo |
| Post-Tax Wellness Reward | $0.00 | $1,000.00 / mo | +$1,000 per month |
| Employee Net Take-Home Pay | $2,172.28 | $2,244.24 | +$71.96 / month raise |
| Employer FICA Contribution | $198.90 / mo | $107.09 / mo | Employer saves $91.81/mo |
| Program Admin Fee | $0.00 | $35.00 / mo | — |
| Net Employer Savings Per Employee | $0 | — | $56.81/mo · $681.60/year |
Source: ACA Solutions official employer documentation · 2025 federal FICA rate: 7.65% employer · Workers' Comp savings are additional and vary by industry classification — calculated precisely in the free analysis. Results vary by state.
What Businesses Like Yours Are Saving
Every business below had their own CPA or attorney independently verify the program before signing. These are actual reported savings — not projections.
“I conducted a thorough review of all pertinent IRS codes and compliance documentation. The findings were compelling, prompting a swift decision to enroll my company.”
“CBIZ conducted rigorous vetting and issued a letter determining that the plan qualifies as a cafeteria plan meeting the requirements of IRC Section 125.”
“Being a lawyer myself, I implemented a rigorous evaluation — review of tax codes, consultations with CPAs, and securing a robust legal opinion. We proceeded unanimously.”
“This program is an absolute game-changer for any business owner in America. Since implementing it, I’ve referred 26 other Maaco owners and will continue to recommend it.”
“Our company achieved substantial annual savings exceeding a quarter million dollars in both FICA and workers’ compensation. Employees enjoyed extra money in their pockets each month.”
“Describing ACA Solutions as a lifeline to our company hardly captures the magnitude of their impact. Their efforts enabled us to continue operations and secure our workforce.”
Verified by the Best in the Country
Skepticism is the right response. We don't ask you to take our word for it — we bring institutional proof that convinced CPAs, CFOs, attorneys, and insurance brokers to enroll their own companies.
Darcy L. Hitesman, J.D.
35+ years as an Employee Benefits attorney specializing in IRC Section 125, ERISA, HIPAA, and the ACA. Her May 5, 2025 opinion letter concludes: “In this firm's opinion, the Program described satisfies applicable IRS requirements.”
She specifically reviewed the IRS Chief Counsel Advice memoranda on "double-dip" arrangements — the exact schemes the IRS has flagged — and concluded this program is built differently and compliantly.
CBIZ Advisors LLC
CBIZ independently reviewed the program against IRC §§ 125, 105, and 106, plus ERISA, ACA, and COBRA requirements. Their August 22, 2025 letter concludes: “If operated per its provisions, the Program appears to satisfy the requirements of ERISA, the ACA, and COBRA as well.”
This review was commissioned by Affinity Hospice's CEO before enrolling his nationwide organization — and the CFO (himself a CPA) shared the letter publicly in his testimonial.
Direct From the U.S. Government
Section 125 has been in the Internal Revenue Code since 1978. Congress wrote it there specifically to encourage employers to fund preventive healthcare for American workers. This is not a loophole — it is the precise, intended use of a 47-year-old federal law, grounded in IRS Revenue Ruling 69-154, the specific published ruling supporting the benefit payment structure.
→ Verify on IRS.gov — Section 125 Cafeteria Plans ↗Eagle Scout — Boy Scouts of America
The highest rank in Scouting — built on integrity, service, and doing what's right. That standard doesn't end after the ceremony.
Local to San Pedro & Wilmington, CA
This is my community. Not a call center, not a national franchise. A neighbor who found something valuable and decided to share it.
Referral Partner — Not a Tax Professional
I make the introduction. The tax specialist runs your numbers. You bring them to your own CPA. You decide. No pressure, ever.
Filmmaker & Entrepreneur
LA-based with deep roots in the local business community and communities of 229,000+ business owners who trust my judgment.
A Neighbor Found Something Real and Decided to Share It
My name is David Newman. I'm a filmmaker, entrepreneur, and resident of the Los Angeles Harbor Area. I'm not a tax professional and I don't work for ACA Solutions. I'm not being paid to endorse anything.
I came across Section 125 while researching cost-saving strategies for local businesses. What I found genuinely surprised me — real companies with real employees were saving six figures a year on something most business owners have never heard of. Legally. At zero cost.
Before I mentioned it to a single person, I read the Hitesman legal opinion cover to cover. I reviewed the CBIZ letter. I looked up IRS Revenue Ruling 69-154 myself and verified the payroll math line by line.
The Eagle Scout in me required knowing it was real before putting my name on it. It's real.
My job: connect qualifying local businesses with the tax specialist who runs their numbers free. You bring the result to your own CPA — exactly as the CFOs, attorneys, and CPAs in those case studies did. Then you decide.
The Questions Every Business Owner Asks
10 employees = $6,816/year. 50 employees = $34,080/year. 100 employees = $68,160/year. These are FICA savings only. Workers' Comp savings are additional — real but vary by classification code, calculated precisely in your free analysis.
Find Out Your Number.
Free. No Pitch. Just Math.
Verified: CBIZ Advisors LLC (Aug 2025) · HitesmanLaw P.A. (May 2025)
$500K legal protection per enrolled employer · IRS Section 125 · Federal law since 1978