The Payroll-Tax Offset Hiding in Your Clients’ Books
You already see the number every month. Introduce the fix — and earn ~$15 per enrolled employee per month, residual.
Who You’re Partnering With
SIMERP Revenue is Brent Huling. Brent spent 15 years running a PEO, built a company with a $15M payroll and 150 employees, and later sold it. He has been the employer signing the checks and the client reading the payroll reports — he speaks CFO, not sales.
Today Brent works as an independent agent. His job in this partnership is simple: teach you the program step by step, stand behind it with documentation, and make sure the back end does the heavy lifting after your introduction.
You Read Their Books. You See the Leak.
Every payroll cycle, your clients pay employer FICA tax on every full-time W-2 employee. A program built on Sections 125 and 105 of the tax code turns part of that line into savings: roughly $640 per eligible employee per year back to the employer.
For a 100-employee client, that’s roughly $64,000 a year — sitting in a line item you’ve been looking at for years. Employees come out ahead too: $100–$300 more per month in take-home pay (varies by salary), plus no-copay telehealth, urgent care, and prescriptions.
And fewer than 5% of eligible companies use a Section 125 offset like this. Your clients aren’t declining the savings — nobody has shown them the line. You’re the one who can.
Advisory Value, Not More Work for Your Firm
Let’s be direct about the boundary: your role is the introduction, and nothing more. The back end handles the client presentation, the Section 125 documentation and paperwork, employee enrollment, ongoing administration, and client support. You don’t implement it, you don’t service it, and it never lands on your staff.
What it does is deepen the relationship. Compliance work keeps you hired; found money makes you valued. The CPA who walks in with $64,000 a year in recurring client savings is not the CPA a client shops against a cheaper preparer.
Your Job: Introducer and Tour Guide
The role is deliberately small — six steps, and the first two are the only ones that are really yours. Nothing in it touches your firm's workload, in busy season or any other.
- 1Spot the fit. Any client with 10+ full-time W-2 employees is a candidate. You already know who they are.
- 2Make the introduction. A warm handoff — an email, a call, a meeting invite. That is the job.
- 3Sit in if you want. Join the 15-minute intro call, or let the back end run it. Your call, every time.
- 4Stay their trusted advisor. You remain the relationship. The program runs behind you, never instead of you.
- 5The back end takes it from there. Presentation, documentation, enrollment, administration — handled, start to finish.
- 6Get paid every month. $15 per enrolled employee, tracked in a commission back office you can check any time.
What the Back End Handles (So You Don’t Have To)
The documentation and program detail exist, and they’re thorough — they live on the client call, where they belong. Your desk stays clear.
Professional sales presentations
Plug-and-play decks, and a presenter if you want one
Section 125 documentation & paperwork
Plan documents and program paperwork, handled
Employee enrollment
The back end onboards employees, not you
Ongoing administration
Handled after the sale, month after month
Commission back office
Track every enrolled life and every payment
Client support
Questions come to the back end, not your desk
Your job: make the introduction. The back end does the rest.
The Math, At Your Book’s Scale
One line to hold onto: a single 100-employee client pays you $1,500 a month — $18,000 a year. Ten average clients is roughly $180,000 a year in residual income. Run it at your own numbers:
Run Your Own Numbers
Your money is sitting right in front of you — in the book you’ve already built. You have the network, the clients, and the trust. Put in your numbers:
Your add-on revenue, at your numbers:
$63,000 / year
$5,250 per month, residual — 350 enrolled lives at ~$15 per life per month.
The client impact you deliver:
$224,000 a year in employer payroll-tax savings created, and 350 employees getting raises and no-copay care. That is what makes you the hero of the relationship — and the CPA they don’t leave.
Estimates from your inputs, at steady state. Every enrolled life pays ~$15 a month for as long as the client stays on the program; each client’s exact figures come from its own payroll.
Apply to Become a Partner
CPA FAQ
Who pays me?
The program pays you directly, every month, for as long as the client stays on the program. Clients pay nothing — the program is funded by the payroll tax savings it creates.
What’s the minimum client size?
10+ full-time W-2 employees (30+ hours per week). Employees on a spouse’s plan still count toward eligibility — it runs on full-time headcount, not health-plan enrollment.
Does this create work for my firm?
No. Your role ends at the introduction. Presentations, Section 125 documentation and paperwork, enrollment, ongoing administration, and client support are all handled by the back end. Nothing lands on your staff — in busy season or any other season.
What do I have to stand behind?
The program is built on Sections 125 and 105 of the tax code, and its documentation exists and is available for your review — that depth lives on the call, where it belongs. Your part is the introduction; the program carries its own paperwork.
How long until commissions start?
Commissions start once a client is enrolled and the program is live, and they’re paid monthly from there. The employer savings analysis comes back within 72 hours, and most partners close in one to two meetings.
Why is now the right time to raise this with clients?
Employer health costs rose a median 10% in 2026 and are projected up another 9.2% in 2027, with prescription drugs up 12%. Your clients are absorbing that pain right now — and fewer than 5% of eligible companies use a Section 125 offset. The CPA who surfaces the savings owns the advisory relationship.
This Isn’t for Everyone
Brent takes on a limited number of partners — 50 at most — and chooses them carefully. For the right CPA firm, this is a six- or seven-figure add-on revenue stream over time, and he’ll teach the whole play step by step: full training, every sales tool you’d need, and his support on your calls. What he can’t teach is follow-through. The program costs nothing to join, which attracts tire kickers — and he doesn’t spend his time there. If you have the clients and you’ll actually work them, apply. He reviews every application personally, and if there’s a fit, you’ll hear back within one business day.