Why this fits
- Public-sector employees have stable, long-tenure W-2 employment with high health-plan enrollment rates.
- Municipal HR budgets are typically constrained while the appetite for non-cash retention tools is high - FICA savings unlock both.
- The program is fully ACA, ERISA, and HIPAA compliant - passes municipal procurement and legal review more reliably than indemnity competitors.
A real example
A mid-Atlantic county with 287 covered employees rolled the program out across general-fund departments in 2024. Year-one employer FICA savings net of admin fees: ~$118,000. Council redirected the savings into a public-safety retention pool and a mental health benefit expansion. 76% enrollment in year one.
Numbers are illustrative and anonymized. Actual results vary based on payroll, state, participation, and industry-specific factors. We do not share named client information without explicit, written consent.
The math for a typical operation
A 250-employee municipality with average $4,700/mo pay typically nets $96,000–$118,000 in annual employer FICA savings after admin fees. Public-safety and DPW workforces tend to over-index on enrollment.
Common objections, answered honestly
Most municipalities classify this as a benefit-program addition under existing health-benefits authority rather than a procurement event, but legal counsel makes the final call. EHP's compliance team has worked through this with city attorneys in 30+ states; we coordinate the conversation on the discovery call.
The program does not modify the underlying health plan, premium share, or coverage levels. It is typically a permissive add. Some CBAs require notice; a small number require negotiation. Your labor counsel reviews the plan document before rollout.
How this integrates with what you already have
- PERS, MERS, and county retirement systems
- Self-funded pools and inter-local cooperatives
- Existing wellness and EAP programs
Most relevant benefits for this industry
Unlimited virtual primary care visits with a real, board-certified doctor - no copay, no deductible, available the same day in most cases. Spouses and up to five dependents are covered on the same plan.
Most benefits programs charge a per-dependent premium. This one extends every benefit - primary care, urgent care, mental health, prescriptions, weight health - to a spouse and up to five dependents at no additional cost.
Talk therapy, psychiatric consultation, and crisis support - available to every W-2 employee and every family member on the plan, with no copay and no deductible.
A clinically supervised weight health program - including access to GLP-1 medications when medically appropriate - without the standard $1,000+/mo out-of-pocket bill.