How the ESPA works, in four steps.

The Employer Sponsored Preventive Access (ESPA) is an employer-sponsored program built on two coordinated medical benefit components. Component One is a medical benefit that eligible employees elect through the employer’s Section 125 cafeteria plan. Component Two is a separately employer-funded Self-Insured Medical Reimbursement Plan (SIMRP). BizPower Benefits provides the plan documents, the technology, and the administrative infrastructure.

easy steps

The four steps

Evaluation

Share your payroll structure. We model the ESPA for your census and return a per-employee picture. Takes about 15 minutes of your time. Within a few business days, you receive a written estimate.

Plan documents and setup

We prepare the plan documents that establish both ESPA components: the Component One medical benefit elected through your Section 125 cafeteria plan, and the separately employer-funded SIMRP. Your employer portal is configured for your specific payroll. Your CPA is welcome to review every document.

Employee enrollment

Employees enroll through a simplified onboarding flow. Each creates one login to the employee technology portal, registers their family, and is set up for whole-family access. Typically under 10 minutes.

Ongoing administration

Approved benefit determinations are processed through payroll. Your dashboard tracks payroll-tax savings from qualifying Component One elections since plan start. Quarterly reviews with a dedicated account manager keep the plan aligned with workforce changes.

What employees have access to

Every enrolled employee, plus the employee’s spouse and dependents, has access through the employee technology portal.

24/7 virtual urgent care

Virtual primary care

Mental health support and psychiatric care

Specialist navigation and care coordination

Prescription access and discounts (1,000+ medications)

Online vision care and Rx renewal

Each enrolled employee also receives an annual comprehensive lab panel as a Plan-provided medical service, with no separate employee charge. Eligible qualifying medical expenses may be reimbursed under the SIMRP, subject to Plan terms and applicable limits.

Who it is for

Who the ESPA is built for.

The ESPA is structured for employers with W-2 employees. It works for:

Small businesses, mid-market employers, and large enterprises

C-Corporations, S-Corporations, LLCs, and partnerships

Nonprofits, religious organizations, and municipalities

Teams of 10 employees and teams of 10,000 employees

The ESPA is structured for employers with W-2 employees. It works for:

What stays the same

Three things specifically do not change when you put an ESPA in place:

Your major medical plan.

The ESPA pairs with your existing major medical. It does not replace, change, or interfere with it.

Employee take-home pay

The Section 125 mechanism is structured so that employee take-home pay does not change.

Your broker relationship.

Your broker keeps the major medical relationship. The ESPA does not require switching brokers or rebidding any line of coverage.

Frequently asked questions

How long does setup take from start to first payroll?

About 30 days from contract signature to the first payroll cycle reflecting the plan.

Does the ESPA replace our major medical plan?

No. The ESPA pairs with your existing major medical plan. It does not replace it, change it, or interfere with broker relationships.

Does employee take-home pay change?

No. The Section 125 plus SIMRP structure is built so that employee take-home pay does not change.

What about our CPA and outside auditors?

Your CPA can review every plan document during setup. We work directly with outside auditors and produce the documentation needed for an annual review.

Is the ESPA activity-based?

No. The ESPA is participation-based. Participation is measured through points earned annually as a passive matter, not through specific monthly activities. This is one of the structural differences that keeps the plan compliant.

BizPower Benefits by BizPower360

Tax Structure Note: ESPA uses two coordinated medical benefit components. An eligible employee’s prospective Section 125 election applies to the Component One medical benefit. Component Two is separately employer funded and administered under the SIMRP. Eligible Component Two reimbursements are determined under the Plan’s eligibility, medical-expense, substantiation, coordination, and reimbursement requirements. Applicable tax treatment depends on the Plan’s terms and operation.