Through an IRS-approved Section 125 framework, employee compensation is partially restructured into pre-tax benefit contributions. The result is a lower taxable wage base for both employer and employee, generating recurring FICA savings every payroll cycle. Those savings fund a meaningful benefits package without requiring a new budget line.
Healthcare costs are projected to rise 7 to 9 percent for employers in 2026. At the same time, pressure to offer competitive benefits is at an all-time high. HR leaders are being asked to do more with the same budget, and for most businesses there is no obvious answer. IG Advisors offers one.
Projected increase in employer healthcare costs in 2026, forcing difficult budget decisions.
Mental health has emerged as the top condition driving employer costs and a leading HR priority.
Balancing the need for attractive benefits against rising operational costs is the top concern for HR leaders.
Most firms treat payroll tax and corporate wellness benefits as disconnected compliance exercises. IronGate integrates these components into a unified capital strategy, identifying systemic overpayments to structurally lower your FICA liabilities. This precision engineering reduces current operational drag while immediately boosting employee retention and organizational liquidity.
Immediate, on-demand access to board-certified physicians anytime, anywhere. Care is always within reach for employees and their families at no out-of-pocket cost.
Comprehensive routine care, preventive screenings, and essential wellness visits designed to maintain long-term health and catch issues early.
Included access to tier-1 and tier-2 medications with zero copays or hidden fees at the pharmacy counter, driving meaningful out-of-pocket savings for employees.
Robust, accessible behavioral health support and counseling to directly address the number one rising workplace need and support total employee well-being.
Employees participate in the program and receive new healthcare access without any reduction in their regular net paycheck.
All included services are fully covered. There are no deductibles, hidden fees, or unexpected out-of-pocket costs required to access these benefits.
These offerings layer on top of existing plans, enhancing the overall compensation package without replacing current coverage or disrupting existing arrangements.
Every aspect of the program has been reviewed and validated by independent third-party institutions. The compliance framework is not a formality. It is the foundation the entire program is built on.
The program is also built on a Section 125 Cafeteria Plan Framework, an IRS-approved structure supported by written plan documents and mandatory annual nondiscrimination testing.
Confirms the actuarial analysis substantiating the program's fair market value and formally supporting the pre-tax deduction framework.
Outlines the detailed legal and regulatory framework validating the program structure, ensuring strict adherence to compliance standards.
We manage the administrative heavy lifting so your HR team experiences minimal friction throughout the process.
Standardized, secure integration directly into your existing payroll systems with no complex IT projects or operational disruptions.
Comprehensive employee communications, seamless enrollment support, and platform training for your team at launch.
Dedicated account management, continuous employee service, and regular reporting on financial impact throughout the engagement.
Book a confidential 30-minute assessment covering both programs. No commitment required.
