Beal Ventures helps employers evaluate a company-approved, service-based supplemental medical benefit built around established Sections 105 and 125 principles. Review the employee services, potential payroll-tax savings, complete costs, current-plan fit, and rollout before deciding.
Why employers take a closer look
Beal Ventures brings the approved employee services, potential payroll-tax savings, current major-medical strategy, and implementation into one decision-ready review.
Explore virtual primary and urgent care, behavioral-health support, pharmacy benefits, wellness coaching, physician-supervised weight-health services, preventive care, and navigation in one employee experience.
The formal review confirms the approved service schedule, providers, eligibility, access rules, and limitations.Evaluate whether the documented benefit structure may reduce taxable payroll and employer payroll taxes after costs, fees, employee elections, participation, and company-specific assumptions.
No tax treatment or savings amount is automatic or guaranteed.Review the program as an additional medical and wellness benefit with your current major-medical strategy kept at the center of the decision.
Compatibility and any required changes must be confirmed for your company.Know who owns payroll setup, enrollment, employee communication, administration, engagement, support, and every decision checkpoint before launch.
Responsibilities, timing, and advisor checkpoints are documented before enrollment.Potential outcomes are not guaranteed. Availability, eligibility, services, plan compatibility, costs, tax treatment, employee participation, savings, and implementation must be confirmed for the employer through the formal review.
The opportunity comes from the employee-benefit structure—not a government check.
The program owner describes the approved configuration as a service-based supplemental medical benefit using a Section 125 cafeteria-plan structure and a Section 105 medical reimbursement arrangement. The potential value depends on the actual plan, services, payroll treatment, employee participation, costs, administration, and company facts.
The program owner describes the approved configuration as using a written Section 125 cafeteria-plan structure for eligible employee elections.
The associated Section 105 medical reimbursement arrangement must satisfy the applicable plan, medical-care, administration, and employee requirements.
The formal review tests eligibility, services, payroll treatment, costs, employee participation, current-plan fit, and implementation before anyone relies on a projection.
The complete employer picture
Beal Ventures connects the approved medical and wellness services, potential payroll-tax savings, current coverage, complete program costs, and implementation in one structured conversation.
See what the review answersThree questions leadership needs answered
Your Company Value Review turns the program's potential into a documented answer—including where the opportunity fits, where it does not, and what must be verified.
01What employees receive
Review the approved virtual primary and urgent care, behavioral-health support, pharmacy benefits, wellness coaching, physician-supervised weight-health services, preventive-care resources, and navigation available to your workforce.
02What the business could gain
Test how the documented Section 105/125 structure may affect taxable payroll and employer payroll taxes, then place the potential value beside program costs, fees, employee elections, participation, wage assumptions, and payroll treatment.
03What it takes to implement
Keep your current major-medical strategy in view while Beal Ventures maps compatibility, enrollment, payroll setup, employee communication, administration, advisor responsibilities, and the launch timeline.
What leadership receives before deciding
Employee service schedule: medical and wellness services, providers, eligibility, access rules, and limitations
Payroll-tax model: potential savings, complete cash flows, deductions, reimbursements, costs, fees, and assumptions
Plan fit: how the supplemental benefit may relate to your current coverage, workforce, and employee states
Decision and rollout map: owners, advisor checkpoints, timeline, employee communication, engagement, and open questions
Interactive company-value model
Use a few high-level facts to see the scope of your review. This preview does not estimate eligibility, tax treatment, or savings. Those require payroll inputs, written plan details, complete costs, and advisor review.
Potential participants at the selected rate—not an eligibility determination.
The governing documents decide whether and how the benefit may fit.
Availability, notices, payroll setup, and communication are mapped by state.
Eligible employee elections and qualifying services
Documented payroll and employment-tax treatment
Employer and employee cash flows, costs, fees, and timing
Net modeled company value, sensitivities, and zero-savings case
Headcount alone cannot establish payroll-tax savings. A responsible number needs wages, elections, participation, plan terms, tax treatment, costs, fees, timing, and exclusions.
Three layers of proof
Current IRS guidance and the applicable Internal Revenue Code provisions establish the general framework—not a company result.
Review IRS Publication 15-B ↗The approved plan, service schedule, eligibility rules, reimbursement mechanics, providers, costs, and responsibilities define the actual offering.
Your workforce, payroll, elections, coverage, states, fees, and advisor checkpoints determine whether the economics hold up.
Simple to start. Serious enough to decide.
No employee medical data. No obligation to enroll. Start with basic company facts and see your next step immediately.
Complete a two-minute check using W-2 headcount, employee states, organization type, and current coverage. No employee names, medical records, or payroll files are requested.
A specialist examines the approved employee services, Section 105/125 structure, potential payroll-tax savings, complete costs, current-plan compatibility, and implementation needs using your company facts.
Give leadership the benefit schedule, complete cash-flow assumptions, coverage questions, responsibilities, advisor checkpoints, and launch plan before choosing whether to proceed.
A stronger way to sell it internally
Beal Ventures makes the employee and employer upside easy to understand without hiding the conditions. The formal review verifies services, program structure, company facts, employee participation, plan costs, payroll and tax treatment, coverage compatibility, and implementation with the appropriate advisors.
About 2 minutes · Result shown immediately
Share basic workforce and coverage information. Your snapshot identifies the right path for reviewing approved employee services, the Section 105/125 structure, potential payroll-tax savings, current-plan fit, complete costs, and implementation—without requesting employee medical information or a payroll upload.
Inspect the decision process before the meeting
The four-page sample shows how Beal Ventures separates the official tax foundation, program documents, company-specific inputs, complete economics, current-plan questions, implementation ownership, and advisor checkpoints.
Care, tax structure, coverage, and implementation
For the approved configuration, available services may include virtual primary and urgent care, behavioral-health support, pharmacy benefits, wellness coaching, physician-supervised weight-health services, preventive-care resources, and care navigation. The Company Value Review confirms the exact service schedule, providers, access rules, eligibility, limitations, dependent access, employee responsibilities, and governing documents.
The program owner describes the offering as a service-based supplemental medical benefit using a Section 105 medical reimbursement arrangement and a Section 125 cafeteria-plan structure. In general, a qualifying cafeteria plan can provide qualified benefits on a pre-tax basis, and qualifying medical-care reimbursements under an employer self-insured medical reimbursement plan may be excluded from wages. The conditions and final company configuration matter.
Potentially. The formal review tests whether the documented structure may reduce taxable payroll and employer payroll taxes for your company. Any projection must account for eligibility, employee elections, wages, participation, program costs, fees, payroll treatment, state and federal considerations, and professional tax, legal, payroll, insurance, and benefits review.
No. Beal Ventures does not present this as a government payment, general tax credit, or IRS-approved program. The opportunity is based on how an appropriately structured employee benefit may be treated under established tax provisions. Your result depends on the final plan, company facts, employee participation, payroll treatment, costs, administration, and advisor review.
That is not the starting assumption. The program is evaluated as a supplemental medical and wellness benefit with your existing major-medical strategy in view. Compatibility, exclusions, and any required changes must be confirmed from the governing documents and with your advisors.
The initial Company Value Snapshot is no-obligation. Before you decide, the written review identifies employer costs, employee deductions, reimbursements, fees, timing, participation assumptions, and every material factor that changes the economics. Beal Ventures does not make an unqualified no-cost promise.
None for the initial check. We do not request employee names, medical conditions, medications, Social Security numbers, health records, or payroll files to evaluate basic company fit.
Your request is routed to the appropriate employer specialist. The next conversation validates your workforce, current coverage, approved service configuration, payroll environment, state availability, potential payroll-tax value, complete costs, and implementation needs before any recommendation or enrollment discussion.
Better care. Potential payroll-tax savings. One clear next step.
