Here are some key points about Section 125 Cafeteria Plans:
Pre-Tax Contributions: Under Section 125, employees can choose to have a portion of their salary withheld on a pre-tax basis to pay for certain qualified benefits. This means that the money used for these benefits is not subject to federal income tax, Social Security tax, or Medicare tax.
Qualified Benefits: Qualified benefits that can be offered through a Section 125 plan typically include health insurance premiums, flexible spending accounts (FSAs) for healthcare and dependent care expenses, and sometimes dental and vision insurance premiums.
Employee Choice: Employees can typically choose from a menu of benefits offered by their employer. For example, they might decide to allocate a portion of their salary to pay for health insurance premiums and set aside pre-tax funds in an FSA for medical expenses.
Open Enrollment: Employers usually provide an open enrollment period during which employees can make changes to their benefit elections for the upcoming plan year.
Use-It-or-Lose-It Rule: Flexible Spending Accounts (FSAs) under Section 125 plans often have a "use-it-or-lose-it" rule, which means that funds not used for eligible expenses during the plan year are generally forfeited unless the employer offers a grace period or a carryover option.
Compliance Requirements: Employers offering Section 125 plans must comply with IRS regulations, including providing proper plan documents and nondiscrimination testing to ensure that the plan does not disproportionately benefit highly compensated employees.
Tax Savings: Section 125 plans can provide tax savings for both employers and employees. Employers can reduce their payroll taxes, and employees can lower their taxable income, resulting in potential savings.
Section 125 plans are valuable tools for employers to offer a range of benefits to their employees while providing potential tax advantages for both parties. However, they require careful administration and compliance with IRS rules to ensure they operate correctly and legally. Employers often work with benefits administrators or consultants to establish and manage these plans effectively.
