Support Employer Savings Through Compliant Strategies

No. Your role is to make introductions to qualified employers. Our licensed administrators and tax specialists handle explanations, documentation, and enrollments. You’ll receive talk tracks, one-pagers, and scripts so you never have to explain complex details. Staying at the introduction level protects your credibility and speeds the process.

Use a concise, credible approach: “There’s a proven, IRS-compliant structure that helps employers recover about $640 per employee per year without changing benefits or adding costs. I can connect you for a 15-minute overview.” Then share your scheduling link—our experts handle the rest.

Usually less than an hour a week. Once you make introductions, our compliance and implementation teams manage everything else—from analysis to documentation and onboarding. You can monitor progress in your partner dashboard.

Not at all. We work directly with CFOs, HR, and benefits administrators daily. All compliance, data requests, and documents are handled by our team. Because funding comes from existing payroll (not new spend), approvals are typically straightforward.

Licensed third-party administrators specializing in Section 105/125 plans. Each plan includes legal opinions, IRS/ERISA/ACA documentation, and audit support. Margin Line Partners serves as the affiliate and education arm, connecting employers to these administrators.

Yes. It leverages long-standing, IRS-recognized frameworks under Sections 105 and 125. Employers reallocate payroll in a compliant way that maintains take-home pay while saving about $640 per employee per year in FICA taxes. Third-party legal and tax opinions back the structure.

No. Savings come from reallocating existing FICA dollars—not new spending. The approach works with major payroll platforms (ADP, Paychex, Paylocity, Gusto, etc.). Setup is coordinated by the administrator with the employer’s payroll contact in a few days.

No. This program does not replace or interfere with existing broker relationships. The savings mechanism operates independently from the employer’s current health plan—it’s layered alongside, not inside, existing benefits. Employers keep their same broker, carrier, and plan design. The administrator implements a compliant payroll adjustment under Sections 105/125 to fund wellness or eligible benefits with the FICA savings. Many brokers support this because it helps clients offset premium increases without changing coverage.

No. Payroll and employee data remain private between the employer and the licensed administrator. You’ll see referral progress, meeting status, and payout data only—maintaining confidentiality and compliance.

The partner back office provides full visibility into every referral, scheduled meeting, employer status, and payout history. You can also access training videos, compliance resources, and a detailed commission dashboard—all updated in real time for complete transparency.

When an employer you introduce enrolls, you receive a monthly residual (typically $15 per employee) for as long as that employer remains active—often for years. Example: 300 employees ≈ $4,500/month; 500 ≈ $7,500/month.

Yes. Approved partners can invite CPAs, brokers, consultants, or executives. When their introductions convert, you earn an override on their residuals—creating scalable referral-based income.

Step 1: Book your orientation call. We’ll set up your assets, outreach scripts, and target list.
Step 2: Send intro messages (templates provided) and connect prospects to the overview calendar.
Step 3: We handle analysis, approvals, and onboarding while you track results and queue the next intros.

They receive a personalized savings analysis, plan documentation, and an implementation roadmap. Total employer time is typically under an hour; savings usually appear within one to two pay cycles.