Own your
benefits.
Keep the surplus.
A level-funded, employer-owned health plan — administered by Olive Branch Administration, with access to 15 carrier networks (Cigna / PHCS and more), $0 generic prescriptions, and Section 125 payroll-tax savings that start with your very next paycheck. When claims run under budget, the surplus comes back to your fund — not a carrier's balance sheet.
For employer groups · subject to underwriting & state availability.
Own it. Don't rent it.
Your Benefits. Your Surplus.
A traditional fully-insured plan hands your premium to a carrier and the surplus never comes back. Here's what changes on a level-funded, employer-owned plan.
Published plan designs
Essential. Advantage. Premier.
Three real plan designs, priced against your actual census — not a sales estimate. (VAB Group Benefits Plan v2.0)
Essential
- Deductible (individual)
- $2,500
- Deductible (family)
- $5,000
- Out-of-pocket max
- $7,500
- Coinsurance
- 70/30
Advantage
- Deductible (individual)
- $1,500
- Deductible (family)
- $3,000
- Out-of-pocket max
- $5,000
- Coinsurance
- 80/20
Premier
- Deductible (individual)
- $500
- Deductible (family)
- $1,500
- Out-of-pocket max
- $3,000
- Coinsurance
- 90/10
Run the numbers
Calculate Your Savings
See exactly how much your business could save with our Group Benefits strategy — no email required.
Estimate Your Section 125 Savings
Adjust the slider to see your projected annual and monthly savings.
The process
How Group Benefits Actually Works
From census to enrollment, here's exactly how it works.
Upload your employee census or connect payroll via Finch — we handle the rest. No manual data entry, no re-typing what you already have.
Every plan design — Essential, Advantage, Premier — is quoted against your actual group, not a sales estimate.
Enroll 100+ lives and lock your rate for up to 36 months. No annual renewal surprises.
Claims run under budget? The surplus comes back to your fund — not the carrier's bottom line.
Who's actually behind the plan
Real Administrators. Real Carriers.
Administered by Olive Branch Administration, with access to Cigna / PHCS provider networks and dedicated voluntary-benefit carriers.
Health • Dental • Vision • Life • Disability • Critical Illness • Accident • Hospital Indemnity
Understanding IRS Section 125 Cafeteria Plans
What Is Section 125?
Section 125 allows employees to pay for benefits with pre-tax dollars, reducing taxable income for both employer and employee. This creates immediate savings on payroll taxes (FICA, Medicare, FUTA).
The VAB Optimization
We go beyond basic Section 125 by structuring your entire benefits package as a level-funded, employer-owned plan — administered by Olive Branch Administration — maximizing tax savings while keeping the year-end surplus with you instead of a carrier.
Full Compliance Guarantee
We handle all IRS compliance requirements, annual testing, plan documentation, and regulatory filings. You get the savings without the administrative burden or compliance risk.
Illustrative Example: 50-Employee Company
A 50-employee company spending $312,000/year on benefits that restructures through Section 125 at the 7.65% FICA savings rate above would see roughly $23,900/year in payroll-tax savings alone — before any additional voluntary-benefit or contribution-strategy optimization. Run your own numbers in the calculator above; every quote in your actual application comes from the real census-based rating engine, not this estimate.
Every quote is a real, census-based rate — not a sales estimate.
Once you apply, your savings and premiums come from the same underwriting engine our team uses internally, administered by Olive Branch Administration — priced against your actual employee census, not a hypothetical company.
Questions, answered
Frequently Asked Questions
Everything you need to know about our Group Benefits strategy.
Section 125 (cafeteria plans) lets employees pay for benefits with pre-tax dollars, cutting taxable income for both employer and employee. That generates an immediate 7.65% employer payroll-tax (FICA) match on every pre-tax premium dollar, starting with your very next pay period — before any additional plan-design savings.
Implementation carries no separate fee from us — we're compensated through the carrier/TPA relationship (Olive Branch Administration), not a bill to you.
Payroll-tax savings begin with your next pay period once your Section 125 plan document is adopted — that part is immediate. Medical-plan savings depend on your census and current spend; you'll see the real, priced number in your proposal before you enroll, not a generic estimate.
No — most businesses enhance their benefits while reducing costs. You get access to 15 carrier networks (Cigna / PHCS and others) to design a plan that meets or exceeds your current coverage.
We can work alongside your existing broker or take over entirely — your choice.
Olive Branch Administration (our TPA) manages carrier coordination, employee enrollment, and compliance documentation. You focus on your business; we handle the administration.
It's a self-insured, level-funded plan with stop-loss protection — not a traditional fully-insured policy. That's what lets the year-end surplus come back to you instead of a carrier. Full terms are in the Level-Funded / Stop-Loss Structure Disclosure you review before enrolling.
Stop overpaying for
employee benefits.
Join veteran-owned businesses running employer-owned, level-funded plans through Olive Branch Administration — real, census-based pricing, zero guesswork.
For employer groups · subject to underwriting & state availability.