Trio restructures payroll so a portion of your FICA liability funds employee healthcare and take-home pay instead. Your benefits budget does not move. Your tax bill does.
Qualifying employers: 50 to 10,000+ W-2 employees.
FICA is paid twice on every dollar of wages — once by you, once by your employee. Reduce the wage base the lawful way and both sides stop paying on that portion. What comes back is enough to fund real benefits without anyone giving anything up.
You are already paying these taxes. Trio redirects part of what was headed to the IRS into a benefits program for your people instead. The savings stay in your operating account, and your team gets a more competitive package without a dollar added to the benefits line.
Less tax withheld means more take-home pay. The same restructuring funds a clinician-staffed care platform for the employee, their spouse and their children — no copay, no deductible, no enrollment fee, and nothing subtracted anywhere else on the stub.
Trio sits alongside what you already place rather than replacing any of it. We run the analysis, the enrollment, the implementation and the administration — you never manage a claim or field an employee question. Full compliance documentation comes with it, for the CPA and CFO conversations.
“$91,000 that was going to the IRS is staying in our payroll account — and the crew got healthcare in the same cycle.”
Facility services employer · 152 W-2 employees · composite of actual outcomes
Trio is a plan layered onto the payroll you already run. Your existing health plan stays where it is. Your payroll provider stays where it is. What changes is how wages are classified — not how you operate.
We take basic payroll data — no Social Security numbers, no private employee information — and calculate the exact FICA savings your business and your people would generate.
No cost, no obligationOver a two to three week window, employees choose what works for them. We handle the education, the questions and the setup.
We do 97% of itFrom that cycle forward, employees see their benefits and their pay rise, and your FICA liability drops. You administer none of it.
30 to 45 daysThis is not novel. The savings Trio captures come from Sections 125, 105 and 213(d) — the framework already behind employer health premiums and flexible spending accounts. Most employers have simply never been walked through how to use it.
Plan design and legal support, 37+ years working exclusively in ERISA and employee benefits law. Issues an audit defense policy covering both the employer and every enrolled employee.
Third-party administrator specializing in self-funded employer plans and alternative risk. Holds all plan documentation, tracking and reporting.
The employee-facing care platform: clinician-staffed virtual visits, specialist navigation, mental health support and urgent care, at no copay or deductible through the plan.
If your CPA, CFO or broker has questions, send them to us. Our legal team has walked hundreds of advisors through this structure, and the full documentation package is available on request.
Two children in weekly therapy and monthly psychiatry visits, all out of pocket even with primary insurance. After enrolling, both receive weekly care through the platform at no copay or deductible. Annual savings past $10,000 — on a paycheck that also went up.
Coverage follows the household — employee, spouse, children.
It takes about 20 minutes to find out whether the math works for your payroll. No cost, no obligation, and no private employee data changes hands.