When business owners explore ways to enhance employee benefits without significantly increasing costs, one option that often comes up is a Section 125 cafeteria plan. Despite the somewhat technical name, this type of benefit arrangement can be a practical tool for both employers and employees.
What Is a Section 125 Cafeteria Plan?
A Section 125 cafeteria plan—named for the section of the IRS tax code that governs it—allows employees to choose from a menu of benefits and pay for those benefits using pre-tax dollars. This means the employee’s taxable income is reduced by the amount directed to qualifying benefits, which can result in lower federal income taxes and FICA taxes for both the employee and the employer.
Employers also benefit because contributions made through the plan may reduce their payroll tax obligations, which can partially offset the administrative costs of maintaining the plan.
What Benefits Can Be Included?
Section 125 cafeteria plans can include a variety of qualifying benefits. Common examples include health insurance premiums, dental and vision insurance premiums, contributions to a health flexible spending account (FSA), dependent care flexible spending accounts, and certain other qualified benefits as defined by the IRS.
The term “cafeteria plan” reflects the idea that employees can select the benefits that matter most to them, similar to choosing items in a cafeteria, rather than receiving a one-size-fits-all benefits package.
What Cannot Be Included?
Not every type of benefit qualifies for a Section 125 plan. For instance, long-term care insurance, group term life insurance above certain limits, and some retirement contributions do not qualify under Section 125. Consulting with a licensed benefits professional or tax advisor can help you understand what is and is not permissible for your specific plan design.
Why It Matters for Small Business Owners
For small and mid-sized businesses competing for talent, offering a Section 125 plan can make a benefits package more appealing without requiring the employer to fully fund the benefits. When employees can pay for health insurance or a dependent care FSA with pre-tax dollars, those benefits become more affordable—and employees tend to notice and appreciate that.
Learning More
Group benefits planning involves a range of decisions and regulatory considerations. Hynes Benefits Consulting LLC can help you explore group benefits options available in Arizona and work toward building a package that works for your team and your budget. Call us at (602) 952-0371 or submit a quote request online today.