Plexus Commercial Advisory
Payroll tax optimization.
Lower employer payroll tax. Higher employee take-home pay. Same wages, same payroll provider.
One of the levers the Sustainability Assessment™ may recommend
What this is
A structural change, not a loophole.
For employers with roughly 50 or more W-2 employees, long-established Section 125 cafeteria-plan rules allow a compliant benefits structure that reduces employer payroll tax while increasing employees' take-home pay — without changing wages, existing health coverage, or your payroll provider.
Implementation is document-driven and administered by qualified third parties, with formal plan documents and employee enrollment. We explain the mechanics, the compliance structure, and the honest trade-offs before you decide anything.
Our approach
How we work this lever.
01
Eligibility analysis
A confidential review of your payroll census to determine fit and model the impact — before any commitment.
02
Plan structure
Formal Section 125 plan documents and preventive-care benefit design under established IRS rules.
03
Third-party administration
Enrollment, employee communication, and ongoing administration are handled by qualified administrators — disclosed and introduced during the engagement.
04
Operational continuity
Your payroll provider, wage structure, and existing health benefits remain unchanged.
05
Annual continuity
Once enrolled, the structure recurs each year with minimal ongoing effort from your team.
Where we apply it
Built around your asset class.
Not sure this is your first move?
Not sure payroll structure is your biggest lever? The Assessment ranks it against everything else.
The Sustainability Assessment™ evaluates every lever — then tells you which ones matter for your business, in what order, and why.
Common questions
Asked by owners and CFOs.
The structure is built on long-established Section 125 and Section 213(d) rules, with formal plan documents and third-party administration. We walk your counsel or CPA through the full structure before implementation — and encourage it.
Participating employees receive preventive-care benefits and see higher net take-home pay. Participation is voluntary and enrollment is handled by the administrator.
Very little — the structure works alongside your existing payroll provider, with a small recurring adjustment each pay period once configured.
The honest constraints: it requires sufficient headcount to justify setup, employees must actually enroll, and it must be administered properly. That's why the analysis comes first.
Where every engagement begins
Start with the Assessment.
One evaluation of your energy, infrastructure, operations, and technology. One roadmap to long-term profitability.