Employee Benefits

Better Benefits. Better Economics.

Employee benefits shouldn’t force businesses to choose between controlling costs and taking care of their people.

Aim-Hi helps employers evaluate benefit strategies designed to improve access to care, strengthen
employee value, reduce unnecessary costs, and create better overall economics for the business.

Explore Employee Benefit Solutions

Health, Wellness & Major Medical

Preventive and everyday care, health-management benefits, payroll-tax savings opportunities, and available major-medical PPO options.

Life Insurance & Protection

Individual and employer-supported protection strategies designed around employees, owners, and families.

Financial Wellness & Debt Freedom

Strategies designed to reduce interest expense, accelerate debt payoff, improve financial resilience, and help employees keep more of what they earn.

Featured: Health, Wellness & Payroll Savings

For many employers, benefits are reviewed once a year as a choice between another rate increase, changing carriers, reducing coverage, or shifting more cost to employees.

Aim-Hi looks at the bigger picture: what the employer is spending, what employees are actually receiving and using, how benefits interact with payroll taxes and take-home pay, and whether stronger coverage or benefit options are available.

Depending on the business, available solutions may complement existing coverage, stand alone, or be paired with broader major-medical PPO coverage.

What We Evaluate

Employer benefit and payroll-related costs
Employee take-home pay and out-of-pocket exposure
Preventive and everyday access to care
Primary care, urgent care, telehealth, mental-health and prescription support where included
Major-medical coverage and PPO network option.
Payroll-tax savings opportunities
Recruiting, retention and employee utilization.
How the pieces work together instead of evaluating each cost in isolation

Major-Medical PPO Options

Employers can also evaluate major-medical PPO options, allowing preventive and health-management benefits to be considered together with broader medical coverage and provider access.

The goal is not simply to find the cheapest insurance card. It is to compare cost, coverage, network access, employee value, and the total economics for the business.

Employers do not need to wait for renewal to evaluate these options, and businesses without current group health coverage can also explore whether one or more of the available solutions fit.

Why the Payroll Piece Matters

Benefits and payroll are often evaluated separately even though they directly affect one another

Certain compliant benefit structures may allow qualified benefits to be provided on a pre-tax basis. Depending on the employer and plan structure, that can change taxable payroll and employment-tax treatment while adding benefits employees can use.

Actual impact depends on plan design, workforce, payroll, participation, eligibility, and other employer- specific factors. The first step is a short review and, when appropriate, an employer-specific analysis.

IRS / Regulatory Foundation — Important Framing

IRS Publication 15-B (2026): explains that cafeteria plans can provide qualified benefits on a pre-tax basis and that accident and health benefits are among the qualified benefits that may be included.
IRS Publication 15-B (2026): explains that, in most cases, excluded qualified fringe benefits are not subject to federal income-tax withholding, Social Security, Medicare, or FUTA, subject to the applicable rules and exceptions.
IRS Publication 15 (2026): explains that employer-paid accident or health insurance generally is not wages subject to Social Security, Medicare, FUTA, or federal income-tax withholding; it also notes that Section 125 cafeteria-plan benefits may qualify for employment-tax exclusions.
IRS cafeteria-plan FAQ (updated June 27, 2026): states that qualified benefits under a cafeteria plan generally are not subject to FICA, FUTA, Medicare tax, or income-tax withholding, with exceptions.

Compliance caution: IRS Chief Counsel Memorandum 202323006 addresses certain wellness/fixed indemnity arrangements and concludes that taxable wellness-indemnity payments made without related unreimbursed medical expenses can be wages subject to employment taxes. Because superficially similar programs can be structured differently, plan-specific compliance claims should come from current legal/plan documentation, not from a generalized IRS statement.

You don’t have to know which benefit or plan you need before we talk. We’ll start with what you offer today,
what employees are paying and using, and what you want to improve.

FAQs

Do we have to wait until our current health plan renews?

No. The available strategies can be reviewed at any time. Whether a change makes sense now or later depends on your current coverage and workforce.

Can this work alongside benefits we already offer?

In many situations, yes. Some options are designed to complement existing coverage, while others can be evaluated as part of a broader benefits strategy.

What if we don't currently offer group health insurance?

The available preventive/wellness and major-medical options can be evaluated based on the needs and eligibility of the business, including employers that are not currently offering group health coverage.

Is this only about reducing cost?

No. Cost matters, but so do network access, coverage, utilization, employee take-home pay, recruiting and retention, and whether employees can realistically use the benefits being offered.

How do we know whether it applies to us?