ESPA gives employees and their families practical access to virtual care, mental health support, prescriptions, preventive services and more, while working alongside the major medical plan you already have.
Better benefits for your team. A benefits strategy designed to make financial sense for your business.
Kelli, HR Director, Higher Education
Throughout our engagement, Bizpower has demonstrated a strong commitment to customer service excellence. Their team is responsive, knowledgeable, and consistently goes above and beyond to ensure that our needs are met in a timely and professional manner. Every interaction has been handled with transparency, courtesy, and a clear dedication to customer satisfaction.
In addition to their oustanding service, the quality of BizPower’s products has been expeptional. Their offering have conistenly met and exceeded our expectations in both performance and reliability. We have come to trust BizPower not just as a vendor, but as a reliable partner that adds real value to our employees….
Employer Sponsored Preventive Access, or ESPA, adds practical health access without requiring an employer to replace its existing major medical plan.
The employer sponsors the program. BizPower Benefits provides the plan-document support, technology and administrative infrastructure that make it easier to implement and manage.
Virtual urgent care, virtual primary care, mental health counseling and psychiatric care, specialist navigation, clinician provided medical guidance, medical weightloss evaluation and guidance, clinical preventive care consultations, prescribed laboratory testing, comprehensive annual blood testing, vision testing, and access to over 1,000 medications, all through the employee technology portal.
Services are available to employees, spouses, and eligible dependents, with 24/7 access to the portal and designated around-the-clock services.
By providing employees and their families with convenient access to routine, preventive, and clinical care, ESPA can help reduce unnecessary emergency room visits, urgent care visits, and certain specialist appointments. This can lower utilization of the major medical plan and help employers better manage healthcare costs over time.
Eligible employees may elect to pay their share of the Employer-Sponsored Medical Benefit through a qualifying Section 125 cafeteria plan. When applicable requirements are met, these pre-tax contributions can reduce employees’ taxable wages and the employer’s corresponding FICA payroll tax liability.
*Services described above are intended to constitute medical care within the meaning of IRC §213(d), subject to the terms of the employer’s §125 plan, and are not reimbursable under the employers SIMRP.
**Services described above are included member benefits and are not medical care under IRC §213(d) or part of the employers §125 plan.
Share your payroll structure. We model the ESPA for your specific census and return a per-employee picture.
We help establish the documents and administrative structure for the ESPA. The employer portal is then configured for the employer’s workforce and payroll environment.
Section 125 elections and approved SIMRP benefit determinations are coordinated with payroll as separate transactions. The employer dashboard tracks enrollment, plan administration and financial impact. Quarterly reviews with a dedicated account manager.
ESPA is an employer-sponsored medical benefits program designed to work alongside existing major medical coverage. It combines an Employer-Sponsored Medical Benefit that eligible employees may elect through Section 125 with a separately employer-funded Self-Insured Medical Reimbursement Plan, or SIMRP.
No. ESPA is designed to work alongside existing major medical coverage and is not represented as a substitute for major medical insurance.
ESPA is designed to deliver substantial additional employee value while managing the payroll impact of the program. Actual paycheck results can vary based on wages, withholding, elections and individual payroll circumstances.
About 30 days from contract signature to the first payroll cycle reflecting the plan.
Employers with W-2 employees, from small businesses to large enterprises. The plan works for C-Corps, S-Corps, LLCs, partnerships, nonprofits, and municipalities.
