It’s a preventative health program that uses existing tax rules to fund additional benefits like healthcare and life insurance. Nothing new is being created or engineered. It’s simply a different, compliant way of structuring payroll to unlock value that would otherwise be lost to tax.

That’s the most common reaction. There isn’t a hidden catch, but there is a shift in how income is structured before tax. That change creates savings, and those savings fund the benefits. The program only works because it follows existing tax code. If it didn’t, it wouldn’t be offered at scale.

Yes. The program is built on long-standing sections of the tax code (IRC 125, 105, and 213) that have been used for decades in employee benefit programs. It’s administered with compliance in mind, not as a workaround or loophole.

No. The program is designed so that net pay stays the same. The funding comes from tax efficiencies, not from reducing what an employee earns.

Because the structure changes how income is treated before tax. Those deductions are what allow the tax savings to happen. Without them, there would be no additional benefits.

No. Everything is handled through payroll, so it’s accounted for in real time. There are no surprise adjustments at the end of the year.

It may change the size of a refund somewhat, but for the right reasons. When taxes are withheld more accurately throughout the year, employees may see a smaller refund because less money was overpaid in the first place. In some cases, it may also lower an employee’s effective tax rate.
Rather than losing money, employees are simply retaining more of their earnings during the year instead of waiting for it at tax time.

No. An employee’s existing health insurance remains unchanged. This program sits alongside it and focuses on preventative care and additional support.

No. The life insurance component is generally guaranteed issue, meaning no medical exams or exclusions for pre-existing conditions.

If an employee leaves the company, they will lose access to the PHP program but will have up to 120 days to port over their life insurance policy.

Participation may slightly reduce Social Security tax contributions, but the impact is generally very small. For most people, the immediate value of the benefits outweighs any minor long-term adjustment.

Through a dedicated online portal, with live support available if needed.

No. The program can be implemented whenever the business is ready.