01Business upside
Keep more money working inside the business
Evaluate a possible reduction in employer payroll taxes tied to eligible employee pre-tax elections, using your actual workforce and payroll setup—not a one-size-fits-all promise.
Upside Workforce powered by 360 Advantage
Keep money where it belongs: in your business and behind your people.
Upside Workforce helps employers evaluate a possible reduction in employer payroll taxes while giving employees an ongoing Personal Health Activation Platform—not another static wellness portal. Powered by 360 Advantage, the program is designed to bolt onto existing benefits through a clear, expert-guided implementation. In plain English: potential financial efficiency for the business, better health activation for employees, and a manageable path to launch.
Built for review with payroll, benefits, finance, and legal stakeholders.
Employer illustration
Model a possible scenario
101,500+
10%100%
Illustrative gross employer payroll-tax reduction
$61,506per year · $5,125 per month50 modeled enrolled employees$1,230 gross/year
Illustration only—not a quote, promise, or tax opinion. It uses the current example of a $16,080 annual pre-tax election × 7.65% employer FICA. Actual eligibility, elections, enrollment, payroll, plan design, fees, tax treatment, and results vary.
Get an employer-specific reviewThe short version
The business upside. The people upside. The easy path.
Most business owners are not Section 125 experts—and they should not have to be. We are. Upside Workforce, powered by 360 Advantage, connects potential payroll-tax efficiency with ongoing employee health activation, then guides the employer through the details.
02People upside
Turn health awareness into a guided next step
Informational health and risk-awareness insights, guided next steps, and ongoing personalized digital care support through ReflectYou 360—delivered beyond a single scan or launch event.
03Easy by design
Get expert guidance instead of another benefits maze
You bring the right people and approvals. 360 Advantage guides the documents, payroll coordination, employee communications, testing, launch, and first-month stabilization.
Section 125, in plain English
A bolt-on structure. Experts to make it easy.
In simple terms, a Section 125 plan allows eligible employees to make certain benefit elections through payroll on a pre-tax basis. Upside Workforce is designed to bolt onto the benefits you already have. The two plan functions stay separate and clearly documented; 360 Advantage guides the employer through the process.
You do not have to learn the tax code. You need the right experts, a clear review, and a coordinated path from decision to launch.
The payroll side: Section 125
Governs eligibility, employee elections and salary reductions, and payroll treatment, subject to adoption and applicable law.
The employee-benefit side
A separate Self-Insured Medical Expense Benefit Plan governs eligible unreimbursed medical expenses, substantiation, claims, appeals, and participant rights under its terms.
What this conversation is
- A transparent employer-side financial illustration
- A review of employee value and program mechanics
- A coordinated implementation and stakeholder discussion
- A chance for payroll, finance, benefits, and advisors to ask questions
What it is not
- A guarantee of savings or unchanged take-home pay
- “Free,” “no cost,” or automatic reimbursement
- A diagnosis, treatment, or insurance replacement claim
- A shortcut around payroll, legal, tax, or plan review
Easy by design
You bring the team. We guide the path.
A responsible launch still requires decisions, data, payroll testing, and sign-off. The difference is that 360 Advantage provides a defined process, clear ownership, and hands-on guidance at every stage.
- Week 0Meet and map the pathConfirm the sponsor, goals, stakeholders, and target calendar.
- Weeks 1–2Build the foundationOrganize plan documents, decisions, and the workforce information needed.
- Weeks 3–4Connect payroll and communicationsCoordinate configuration and prepare clear employee-facing education.
- Weeks 5–6Test, approve, and launchValidate the process, resolve exceptions, and go live when the critical pieces are ready.
- First 30 daysStay close after go-liveReconcile payroll, answer questions, and stabilize the experience.
Straight answers
The questions a careful employer should ask.
What is a Section 125 plan—in plain English?
It is the part of the benefit structure that allows eligible employees to make certain benefit elections through payroll on a pre-tax basis. Most business owners are not Section 125 experts, and they do not need to become one. Upside Workforce is designed to bolt onto existing benefits, while 360 Advantage guides the documents, payroll coordination, employee education, testing, and launch. A separate employer-sponsored plan governs eligible medical-expense claims and participant rights.
Is this a guaranteed savings program?
No. The illustration shows a possible gross employer payroll-tax effect using the current program example. Actual results depend on plan adoption, employee eligibility and elections, wages, payroll configuration, tax treatment, administration, and applicable law.
Is Upside Workforce free or no-cost?
We do not describe it that way. Upside Workforce is powered by 360 Advantage. Employees may make pre-tax elections when permitted under the adopted plan, and the employer-specific economics must be reviewed in context. The review is designed to make the full structure clear before any decision is made.
Does this replace our health insurance?
No replacement claim is being made. Upside Workforce, powered by 360 Advantage, connects a Personal Health Activation Platform to an employer-sponsored benefit structure. Your existing benefits and the program's coordination should be reviewed with the appropriate benefits, payroll, tax, and legal stakeholders.
Does a payroll deduction guarantee reimbursement?
No. Elections, payroll deductions, participation, platform activity, scans, or engagement do not guarantee reimbursement. Eligible unreimbursed medical-expense claims are governed by the applicable plan terms, substantiation requirements, and claims process.
What does ReflectYou 360 do?
It provides informational health and risk-awareness insights, guided next steps, and personalized digital care support through condition-specific content, check-ins, text, email, and the 360 Dashboard. It is not a diagnosis or treatment service.
How difficult is implementation?
The goal is to make the lift manageable for the employer. The current baseline is roughly six weeks for design, documentation, payroll coordination, communications, testing, and launch, followed by a 30-day stabilization period. Your team provides the right decision-makers, data, and approvals; 360 Advantage guides the implementation path and keeps the work organized.
Can our CPA, payroll provider, broker, or attorney review it?
Yes—and the right stakeholders should be involved. A serious review typically includes the executive sponsor plus HR or benefits, payroll, finance, and legal or broker support as applicable.
Does our employee headcount equal expected enrollment?
No. Headcount, eligibility, elections, and actual enrollment are different numbers. That is why the calculator asks you to choose a hypothetical participation scenario instead of treating every employee as enrolled.
15-minute employer review
Bring your numbers. We'll make the path easy to see.
We'll translate the structure into plain English, verify the assumptions, identify the right stakeholders, and show you what a manageable next step looks like for your company.
- Confirm workforce and payroll assumptions
- See what changes—and what stays exactly the same
- Map an expert-guided implementation path