Maximize Payroll Efficiency With IRS-Aligned Section 125 & 105 Integration
Employers lose millions annually through FICA overpayment. WIMPER helps you evaluate compliant strategies to recover those dollars.
Why Employers Choose WIMPER
- Eliminate 7.65% employer FICA tax on qualifying contributions
- Increase employee take-home pay via pre-tax structuring
- Deliver $1,800+ supplemental benefits at no net cost
- Integrate preventive care services into your benefits stack
- Improve P&L efficiency without disrupting major medical
Built on a Rigid Compliance Foundation
IRC §125 Cafeteria Plan
Pre-tax salary reduction for qualified benefits. Employees elect coverage before the plan year, reducing taxable wages for both employer and employee.
IRC §105(b) Self-Insured Medical Reimbursement
Employer-funded SIMRP covering §213(d) medical expenses. Reimbursements are excludable from gross income when properly structured.
IRC §213(d) Qualifying Expenses
Only IRS-defined medical care expenses qualify. WIMPER does not reimburse non-qualifying expenses, fixed indemnity payments, or taxable cash.
FICA Savings Calculator
4-Stage Execution Protocol
Predictive FICA Modeling
We analyze your current payroll data to project exact FICA recovery based on your employee count and participation estimates.
SIMRP & 213(d) Structuring
Plan documents are structured to meet IRS requirements for Section 125 cafeteria plans and Section 105(b) self-insured medical reimbursement.
Mock Payroll Integration
A test payroll cycle validates the integration before go-live, ensuring proper deduction coding and reporting.
Compliance Concierge
Ongoing support includes a Digital Compliance Vault with all plan documents, nondiscrimination testing, and annual reporting assistance.
Ready to Evaluate Your FICA Savings?
Request a verified ProForma based on your company's actual payroll data. Takes about 2 minutes.
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