An independently reviewed Section 125 benefits program: better benefits for employees, lower payroll taxes for employers — and recurring income for the introducer.
If a program only benefited me, it wouldn’t be here — employees gain while payroll costs fall.
The tax treatment, the compliance handling, who stands behind it — and where my knowledge ends and a licensed advisor’s begins.
This page exists so friends, family, and colleagues know exactly what they’d be referring before introducing anyone.
I find businesses that genuinely fit, make the warm introduction, and stay in your corner.
Makes the introductionThe benefits program itself: better benefits for employees, lower payroll taxes for the employer.
The benefit employers adoptThe platform my advisory runs on — all the accounting, so referral income lands accurately and on time, every month.
Accurate, on-time payoutsWhere a question touches tax or legal conclusions, we point you to the professionals.
The best way into a business is someone they already trust — and these people meet good candidates constantly.
See headcount and payroll-tax burden firsthand.
Retention and benefits are their daily conversation.
Section 125 sits squarely in what clients already ask.
Paid to cut cost and improve margin.
Complements existing coverage, doesn’t compete.
Trusted with clients’ balance sheets and growth plans.
Owners tell them about turnover and hiring costs first.
Repeatable payroll-tax efficiency across a portfolio.
Labor-intensive clients with large hourly workforces.
High headcount, high turnover, thin margins.
Operators value genuine, well-vetted efficiencies.
Multi-unit franchisees carry large combined headcounts.
Well-networked among local owners and operators.
Several of these traits make a business worth a conversation — the specialists confirm the rest.
Enough headcount for the efficiencies to matter.
People are the core of the operation.
The clearest benefit-and-tax impact.
Advantages compound as staff is added.
Owners who care about keeping good people.
Actively cutting the cost of employing the team.
Several sites multiply the impact.
Often a business you already know and respect.
Owner meets team — that’s all that’s asked of you.
Specialists walk the employer and their advisors through the details.
Plan design, documentation, administration — by qualified professionals.
Once the employer and their advisors are comfortable.
Paid while participation continues, per your referral agreement.
“I know a group that helps businesses improve employee benefits while lowering payroll taxes — worth a quick call?”
That’s the entire pitch. You never explain tax law, quote figures, or manage the process — that’s exactly what the specialists are for.
Drag the slider or pick a preset — figures are illustrative, so read the note below.
Roughly $682 per participating employee, per year in payroll taxes, net of the plan cost. Their team also takes home more each month, plus free virtual care, free generics, and 60–75% off labs, imaging, dental, and vision. Figures are illustrative, not tax advice; employers confirm their own numbers with their advisors.
Estimated referral compensation for illustration purposes only. Actual compensation depends on participating employees, program implementation, continued participation, and the applicable referral agreement.
The same relationship extends across other everyday business problems — each one pays strong referrals too.
The role never changes: you make the introduction, specialists handle the rest, and you earn on what you bring.
One thoughtful introduction could create lasting value for a business — and recurring income for you. Send a note and I’ll be in touch.
Prefer email? Reach me directly at parker@adastra-advisory.io.