Section 125 Partner Network

Time To
Get Paid $

The account is active. The link is ready. The network, the relationships, and the reputation are already there - now it pays.

$10
Partner pay / enrolled employee / mo
$617
Net the employer keeps / W-2 / yr
25%
Override on referred partners
What Happens Next

Simple. No Overwhelm.

1
Log into the partner portal
First time in, set up two quick items so commissions can pay. Upload Tax Form - choose W-9 and drop in the PDF. Add Payout Method - select Bank and connect the account. Two minutes total.

portal.startchoiceplans.com
2
Grab the tracking link
On the dashboard under Campaigns, the StartChoicePlans.com link is ready - just hit Copy link. Every employer who submits through it is attributed to the account permanently.
3
Work the relationships already there
Any US-based employer with W-2 employees and group medical qualifies. Forward the link, make an introduction, or send one of the messages below.
4
Stay in it and close
These are partner relationships - the partner drives them and closes them. Everything needed to speak to the program with confidence is on this page. The team handles the technical side: discovery calls, savings analysis, paperwork, payroll integration, compliance, and enrollment. The partner stays the trusted face the whole way.
5
Earn every month
Commissions pay via direct deposit on a Net-30 schedule. No invoicing. Every employer that stays enrolled pays every month - the income is residual and it compounds. Refer a colleague into the network and earn 25% of their commissions on top of the direct book, no cap.
Your Tracking Link

One Link Does the Tracking.

Refer however fits the relationship - a forwarded email, a printed flyer, a quick introduction. But anytime the referral happens online, lead with the tracking link. It is the only thing that ties an employer back to the partner account automatically and permanently.

Unique Tracking Link
https://startchoiceplans.com/?am_id=YOUR-ID
On the portal dashboard under Campaigns, hit Copy link. It is coded to the partner ID. Use it for any online outreach - email signature, LinkedIn posts, text, website buttons, paid ads. Every employer who clicks through and submits is permanently attributed to the account.
Show This First

The Employer Demo.

The walkthrough to share with any employer. It explains how the program returns a net $617 per W-2 employee at zero net cost and increases employee take-home pay, without changing existing benefits. Send the link or play it on a call.

The Employee Experience

What Employees Get.

Beyond the take-home bump, every enrolled employee gets the app - telemedicine, $0 doctor visits, prescriptions, face-scan health screening, and more, right in their pocket. Show this to give employers a feel for the employee experience.

01Unlimited Primary Care
$0 Copay
02Urgent Care Visits
$0 Copay
0324/7 Telemedicine
$0 Copay
04100% Preventive Care
$0 Copay
05Prescription Coverage
$0 - $3
06Mayo Clinic Health Library
Included
07Identity Theft Protection
$1M Coverage
08Wholesale Travel Club
Emp + Family
09Veterinary Telemedicine
Emp + Family
10Bloodless Labs / Face-Scan Vitals
30+ Vitals

Built on the MultiPlan PHCS Network - 1.4M+ providers, 5,600 hospitals, all 50 states.

How to Refer

Lead With the Angle That Fits.

These are warm relationships that already trust the partner judgment - which makes this a layup. Everything needed to speak to it confidently is on this page. There is no single script. Read the person across the table and lead with the angle that hits their pain point - the money, the take-home raise, the free benefits, or the ERC comparison for anyone who has been through it. They are all true at the same time.

The Money
"It puts a net $617 back per W-2 employee, every year - at zero net cost. Recurring on every payroll run, not a one-time event."
The Raise
"Every employee takes home about $1,200 more a year - a raise without giving a raise. Same gross salary, lower taxes withheld."
The Free Benefits
"On top of it, employees get 10+ real benefits at zero extra cost - $0 telemedicine, $0 doctor visits, $0-$3 prescriptions, face-scan screening, and more."
The ERC Comparison
"Remember the ERC? Same idea - except the money comes back every pay period, forever, not a one-time check. Great for anyone who has filed for one before."
Win - Win - Win

However the conversation opens, this is the close: nobody pays a dime out of pocket. The employer keeps more, employees take home more, the existing health plan does not change, and it costs neither side anything. It is a no-brainer.

Four Ways to Refer.

Start today. Reach out to the personal contacts who already trust the partner - employers, colleagues, clients - and get the link in front of them now. Attribution locks the moment a client makes contact and stays locked permanently for the life of the file.

1
Share the Tracking Link
The fastest move. Send the unique link to personal contacts right now - by email, text, or LinkedIn. Every employer who submits through it is attributed automatically and permanently. Do not wait.
2
Email Introduction
A brief email from the partner with the team CC'd. Attribution locks the moment the employer responds. Use the templates below.
3
Three-Way Intro Call
A brief call with the partner, the employer, and the team. The partner makes the warm introduction. Best for high-priority accounts.
4
Form on Partner Website
The intake form embedded on the partner site. The team handles all coordination. Employers submit without leaving the partner brand.
Ideal Handoff - Send This and the Employer Moves Fast

If there is an interested party ready to move forward, send an introduction email and CC [email protected] and [email protected]. Include:

  • Legal Business Name
  • Business Mailing Address
  • EIN
  • Major Medical Provider
  • Pay Frequency
  • Payroll Provider
  • Signatory Full Legal Name, Email, and Phone
  • Census (optional, but highly recommended)

The more complete the handoff, the faster the employer reaches their first paycheck savings - and the faster the partner gets paid.

Positioning

How to Position This.

Lead with the net number the employer keeps - $617 per W-2 employee, every year. Anchor it to the ERC so it feels familiar, then make clear the difference: this recurs every pay period instead of a one-time check. The relationship and the trust already built are the most powerful assets in the room. Here is what the employer keeps at their size:

Employer SizeNet / YearNet Over 5 Years
50 employees$30,850$154,250
100 employees$61,700$308,500
250 employees$154,250$771,250
500 employees$308,500$1,542,500
1,000 employees$617,000$3,085,000
Send to Employers

Sales Materials.

Nothing closes like a real number. Run a lead through the calculator, send them the deck, or drop the flyer in an email - whatever the moment calls for.

The Closer
Run Their Numbers. Send the Report.
Plug in a lead W-2 count, average salary, and pay frequency and the calculator generates their exact savings - employer net, employee take-home, and 5-year totals. Download the PDF summary and send it straight to the lead. A specific dollar amount is the closest thing to a closing document.
Open Calculator
The Closer
Employer Briefing 2026
A 14-slide walkthrough that takes an employer from the problem to signed. Clean, defensible, and built to be sent or presented.
  • The $617 net math, broken down per employee
  • 5-year compounding totals by headcount
  • Why it is zero net cost, mathematically
  • The 10 employee benefits and the provider network
  • Every filing handled, any payroll system
  • The three steps to go live in 30 days
View Deck Download PDF
$617
Net / W-2 employee / year
One-Pager
Employer Flyer
The quick overview for a first touch - the savings, the benefits, and why it is the smart choice. Easy to attach or print.
View Download
Copy and Send

The Outreach Arsenal.

Email, LinkedIn, text, and a phone script - each leads with a different angle so the partner can match the message to the contact. Swap in the employer name and personalize the opener. For email, CC [email protected] and [email protected] to lock attribution and route the employer into intake immediately.

Email - CEO, President, or Owner (The Money)
Subject: a net $617 per employee, every year
[First name], Wanted to put something on your radar that saves [Employer name] real money on payroll taxes. There is a Section 125 structure that returns a net $617 per W-2 employee, every year, at zero net cost. It recurs on every payroll run, sits on top of the existing health plan, and most employees take home about $1,200 more a year - no change to gross salary. For a team your size that adds up fast. Worth 15 minutes to see the exact number for [Employer name]? [Your name]
Email - Owner With Hourly Staff (The Raise)
Subject: give the team a raise without giving a raise
[First name], Quick one for [Employer name]. There is a Section 125 structure that puts about $1,200 more a year in each employee take-home pay - a raise without giving a raise, no change to gross salary. On top of it, employees pick up 10+ free benefits: $0 telemedicine, $0 doctor visits, $0-$3 prescriptions, and more. It also returns a net $617 per W-2 employee to the business, at zero net cost. Great for retention and morale, especially with hourly teams. Want me to run the numbers for [Employer name]? [Your name]
LinkedIn Message (The Free Benefits)
Short, casual, professional
[First name], quick one - is [Employer name] still carrying the full payroll tax on every W-2 employee? There is a Section 125 structure that returns a net $617 per employee a year at zero net cost. Employees take home about $1,200 more and get 10+ free benefits - telemedicine, $0 doctor visits, prescriptions, and more. The existing health plan does not change. I work with the group that sets these up. Worth a quick look?
Text / SMS (Win-Win-Win)
Keep it under three lines
[First name] - quick one. There is a Section 125 program that returns a net $617 per W-2 employee a year at zero net cost, recurring every pay period. Employees take home ~$1,200 more and get free benefits too. Nobody pays out of pocket. I work with the group that does it - worth 2 min? [tracking link]
Phone / In-Person Script
Talking points, not a word-for-word read
OPEN "Wanted to put something on your radar that saves [Employer name] real money on payroll taxes." THE HOOK "There is a Section 125 structure that returns a net $617 per W-2 employee, every year, at zero net cost. It recurs every pay period, sits on top of your current plan, and most of your team takes home about $1,200 more a year - plus 10+ free benefits." OPTIONAL - IF THEY FILED THE ERC "Think of it like the ERC, except the money comes back every pay period, forever, not a one-time check." IF THEY ASK IS IT LEGIT "Same section of the tax code as a 401(k) or FSA. Federal law since 1978, used by Fortune 500 daily. Setup takes a specialized administrator - which is what the group I work with handles, all 50 states, live in under 30 days." THE ASK "All it takes is a 15-minute call. They run your exact numbers live. Want me to set up the intro?"
Power Paragraphs - Drop Into Any Email

Add one based on what is known about the prospect.

If cost-conscious about 2026 renewals
Employer health premiums are projected to rise 9% in 2026, and family coverage is up 43% over the past decade. For a 100-employee business that next renewal can mean roughly $180K in added cost. This overlays the existing major medical with no disruption to the current carrier, and diverting routine care through the platform helps offset what hits the plan.
If they have hourly or shift workers
For hourly and shift employees, this puts real money back in their paycheck every period. A typical participant takes home about $1,200 more a year, roughly $100 a month, with no change to gross salary.
If their CPA or CFO will be in the room
Section 125 is the same section of the tax code as a 401(k) or FSA, federal law since 1978, used by Fortune 500 companies daily. This is a standard benefit structure, not an aggressive tax position. If the CPA or CFO wants the plan documents and formal legal opinion letter, the team can have those in their hands the same day.
If they are 100 or more employees
At 100 employees this keeps roughly $61,700 net in the business every year, and about $308,500 over five years - before any wage growth or headcount expansion. The team can run the exact numbers before any commitment.
Run the Number First

A specific dollar amount is the closest thing to a closing document. Run the lead through the calculator at startchoiceplans.com/calculator - W-2 count, average salary, pay frequency - and download the PDF summary. Forward it as a follow-up or bring it to the meeting as the number that closes the conversation.

Compensation

What a Referral Generates.

$10 per enrolled W-2 employee per month via direct deposit. No cap, no invoice. Income continues for the life of every account. Based on 70% participation:

Employer SizeMonthlyAnnual
25 employees$250$3,000
50 employees$500$6,000
100 employees$1,000$12,000
200 employees$2,000$24,000
500 employees$5,000$60,000
1,000 employees$10,000$120,000
Master Broker Program

Override Income.

For every partner referred into the network, the referring partner earns 25% of that partner monthly fees, every month, indefinitely, with no cap. Override income stacks on top of the direct book and compounds as more partners are added.

Referred Partner EarnsOverride (25%)Annual Override
$1,000 / month$250$3,000
$5,000 / month$1,250$15,000
$10,000 / month$2,500$30,000
$20,000 / month$5,000$60,000
$40,000 / month$10,000$120,000
$100,000 / month$25,000$300,000
Build the Team

Recruit More Partners.

Every qualified partner referred earns a 25% monthly override indefinitely with no cap. The more partners recruited, the more override income compounds. Strong partners include:

CPAs and tax professionalsInsurance agents and benefits specialistsFinancial advisors and wealth managersHR consultants and PEO professionalsBusiness consultants and fractional CFOsCommercial bankers and business lendersPayroll company representativesCommercial real estate professionals
The Conversation

"There is a federal program I work with that saves employers a net $617 per W-2 employee per year in payroll taxes at zero net cost - think ERC, but recurring every pay period. There is also a partner program that pays $10 per enrolled employee per month in residual income. Interested in learning more?"

Apply at startchoiceplans.com/partner

Direct prospective partners to the application. It takes two minutes. Once approved, the sub-partner is set up under the referring partner account and the 25% override begins the first month that sub-partner generates active enrollments.

Client FAQ

The Questions Employers Will Ask.

What does it actually cost?
Zero net. The admin fee comes out of the FICA savings, so it is mathematically impossible to cost the employer money. Per employee per month: about $91.42 in FICA savings, minus the $40 admin fee, leaves the employer net positive by about $51.42. Day one, payroll run one, the business is ahead.
Is this legitimate?
Section 125 cafeteria plans have been federal law since 1978 - the same section of the tax code as a 401(k) or FSA, used by Fortune 500 companies daily. The reason most small and mid-size employers have not had access is that proper plan administration, documentation, and payroll integration require a specialized administrator. The team connects employers with licensed administrators in all 50 states and manages the full setup.
How is the savings calculated?
A portion of each participating employee compensation is reclassified as a pre-tax benefit contribution, shrinking the taxable wage base. FICA is 7.65 percent on both sides. The gross payroll tax reduction is about $1,097 per W-2 employee per year. After the $480 annual admin fee, the employer keeps a net $617 per employee, every year. Employee take-home rises by about $1,200 a year on average, since their taxable wages drop too.
Does this change our health plan?
No. It sits on top of the existing major medical coverage - same carrier, same network, same doctors. It is not a replacement and it is not a credit. It overlays what is already in place.
What do employees give up?
Nothing. Gross pay does not change, take-home goes up by about $1,200 a year, and existing coverage is untouched. On top of that they receive 10 supplemental benefits at near-zero cost: $0 telemedicine, $0 primary and urgent care, $0-$3 prescriptions, 100% preventive care, identity theft protection, a travel club, veterinary telemedicine, the Mayo Clinic health library, and face-scan health screening. 70%+ opt in on the first offer.
Which payroll systems work with it?
All of them - ADP, Paychex, Gusto, QuickBooks, Rippling, Paycom, Paylocity, and every other. Same workflow, same screens, no migration. No impact to 401(k), workers comp, or unemployment insurance.
What if our CPA or CFO pushes back?
Do not argue tax law. Say: "I completely understand the caution. Would it help if the team sent over the plan documents and the formal legal opinion letter so your CPA can review the actual structure?" The team can have those in their hands the same day. Most CPAs get comfortable once they see the difference between this and the cash-for-wellness schemes the IRS shut down in 2023.
How fast can we go live?
Under 30 days. Three steps: sign the agreement, schedule a 30-minute payroll kickoff, and the team drives the rest. FICA savings begin the first payroll cycle after enrollment.
Operations

We Do the Work. Partners Earn.

Our Team Handles
  • Employer eligibility analysis and savings projections
  • All discovery calls, presentations, and employer questions
  • Plan documentation, TPA administration, IRS compliance
  • ERISA, ACA, HIPAA, and non-discrimination testing
  • Payroll integration with the existing system
  • Employee enrollment and ongoing account management
Partner Adds Value
  • Identifying employers likely to qualify
  • Making introductions in whichever way fits the relationship
  • Vouching for the program to clients who trust the partner judgment
Route These to the Team
  • Tax projections and formal savings calculations
  • Plan administrator questions, program terms or fees
  • Compliance and audit questions
Employer Journey

What Employers Experience.

When an employer visits through the partner link they land on StartChoicePlans.com and go through a simple, professional process from first click to active plan.

1
Intake Form
Two-minute eligibility form. Basic questions about W-2 count and group health coverage. No commitment required.
2
Discovery Call Scheduled
The team contacts the employer to schedule a 15-minute call. No back-and-forth. The employer knows exactly what to expect.
3
Personalized Savings Analysis
The team runs the exact numbers live - net employer savings, employee take-home, and 5-year totals - before any decision.
4
Sign the Agreement
Standard onboarding paperwork, reviewable on the call. No out-of-pocket cost. No changes to the existing health plan.
5
Payroll Integration and Enrollment
A 30-minute payroll kickoff, then the team drives the rest. Live in under 30 days. Employees see the benefit in their next paycheck.
6
Plan Active
FICA savings begin the first payroll cycle after enrollment. The partner begins earning $10 per enrolled W-2 employee that month and every month following.

Start Earning.

Everything is set up and ready to go. The relationships built over years of work should be paying - and now they will.

Log Into Partner Portal Questions - call or text (866) 961-5211