If You Are a Medical Insurance Broker
You can bring established employer clients a conservative savings-fit process without disrupting the benefits relationship. Start with Matt's Employer Savings Diagnostic. If the fit is credible, WIMPER confirms only full-time status, benefit eligibility, and sufficient salary for the deduction, then Brandon coordinates the parties, paperwork, and procedures through implementation. WIMPER does not perform a broader legal or tax review.
Why Brokers Love This
You already manage your clients' benefits. WIMPER gives you one more way to deliver real, measurable value without adding to your workload.
You Are Not Being Replaced
WIMPER does not replace the business you have already placed.
Refer Like Any Other Specialist
You already refer clients to payroll providers, HR platforms, and retirement plan administrators. Think of WIMPER the same way. Matt handles partner development and the preliminary fit diagnostic. Brandon coordinates implementation across all required parties, paperwork, and procedures. Your client relationship remains protected.
Clear Specialist Roles
You do not need to become the plan-design, compliance, or payroll expert. Matt reviews fit with you first. Brandon then coordinates the responsible parties, paperwork, and procedures while each specialist retains responsibility for their own professional area.
You Get Compensated
This is not volunteer work. Brokers who refer clients into the program receive ongoing per-employee-per-month compensation for every active enrollment. You are adding value and getting paid for it, month after month.
What Happens After the Diagnostic
Once Matt confirms a credible fit and the employer facts are verified, Brandon coordinates:
- How Section 125 and Section 105(b) create employer FICA savings
- What the program looks like for your specific clients
- How the referral and compensation structure works
- The required employer, adviser, payroll-provider, and program-party handoffs
- The proper paperwork and procedures for implementation
15–20 minutes. No obligation. No pressure.
The Numbers
For a client with 100 benefit-eligible employees at 80% participation:
The $89,536 figure is an estimate based on a 100-employee illustration at about 80% participation. Actual savings depend on the client's payroll, salaries, and participation rate. A verified ProForma based on actual payroll data provides the real projection.
Ready to Check the Fit?
No paperwork. No commitment. Start with the Employer Savings Diagnostic before asking a client for detailed data.
Start with Matt →Sources
- Legal Information Institute (Cornell Law), 26 U.S. Code § 125, Cafeteria plans. The statutory basis for pre-tax cafeteria plan elections that reduce FICA wages.
- Legal Information Institute (Cornell Law), 26 U.S. Code § 105, Amounts received under accident and health plans. Section 105(b) governs employer reimbursement of medical expenses.
- Legal Information Institute (Cornell Law), 26 U.S. Code § 3121, Definitions (FICA). The FICA wage base affected by pre-tax salary reductions.
- IRS, About Publication 15-B, Employer’s Tax Guide to Fringe Benefits. Background on cafeteria plans and qualified fringe benefits.
- IRS Chief Counsel Advice 201703013, Tax Treatment of Benefits Paid by Fixed-Indemnity Health Plans. Used for wellness and fixed-indemnity cash benefit tax-treatment context.
This page is educational information, not tax or legal advice. Consult your own tax, legal, and benefits advisors before acting. Savings figures are estimates that vary by employer.