Most brokers still pitch rate-shopping.
The brokers who pair Section 125 with supplemental indemnity walk into renewals with payroll-tax savings the CFO can verify.

There is no cost to explore a partnership with Benefits Genius. Plan document, enrollment, and administration fees are charged to the employer based on company size and plan complexity. Broker commission on the supplemental fixed indemnity enrollment is paid by the insurance carrier, not by the employer or by Benefits Genius.

Yes. The partnership is structured so you remain the broker of record on your clients' group health and on the supplemental coverage. Benefits Genius is a Section 125 plan provider and partner, not a competing broker.

No separate license is required. You need the standard life and health insurance license your state requires to sell the supplemental fixed indemnity coverage. The Section 125 plan itself is an IRS tax structure, not a product that requires a license to introduce.

Benefits Genius handles the Section 125 plan document, summary plan description, and the ongoing compliance paperwork as part of the partnership. You focus on the client relationship; we manage the technical setup.

Many employers have a minimal Section 125 premium-only plan (POP) set up through their payroll vendor, and often they don't know it. Those plans typically cover only the health premium pre-tax. There's usually room to add FSA, dependent care, and supplemental coverage under a broader plan. The common Section 125 mistakes guide walks through how to assess what a client already has.

Selling voluntary benefits without a Section 125 wrapper means employees pay their premiums post-tax, so the employer gets no FICA savings. Pairing the voluntary product with a proper Section 125 plan is what unlocks the 7.65% employer payroll tax savings. The two together are a stronger pitch than either alone.

No. The payroll system stays where it is. Section 125 pre-tax deductions are configured inside the existing payroll platform. Benefits Genius provides setup guidance for ADP, Gusto, Paychex, and other major payroll systems.

Payroll tax savings begin on the first payroll run after the Section 125 plan is effective. Timing from initial conversation to first payroll depends on the client's enrollment window and the complexity of the plan being implemented.

There is no structural catch. Properly set up, the mechanism is fully insured supplemental fixed indemnity coverage placed inside a Section 125 cafeteria plan. The insurance carrier underwrites the risk. The employer carries no liability. The reason most brokers have not seen it positioned this way is sales-led, not structural. Brokers who pair voluntary indemnity with a properly drafted Section 125 wrapper are still a minority of the market, even though the underlying structure has existed for 47 years. The opportunity is the gap between what is possible and what most brokers are still selling.

Fine. The supplemental coverage is a separate product line and a separate commission stream. You can introduce it without unwinding the existing broker-of-record relationship on group health. Many brokers end up writing the supplemental for clients where another broker holds the group medical, and the two coexist. The Section 125 plan administrator (Benefits Genius) is not a competing broker. We are the plan provider.

IRS scrutiny on Section 125 focuses heavily on self-funded plans where the employer is the risk-bearer. Fully insured supplemental plans like the ones we partner with are a different animal. The carrier underwrites the risk. The plan structure has 47 years of regulatory precedent. Carriers in this category typically provide full legal indemnification, paid for by the carrier, with the carrier's national law firm handling any audit defense. We walk you through how that works in detail when we set up the partnership.