Cafeteria Plan 125: Flexible Benefits Explained


Employee benefits are a critical aspect of modern employment, influencing both job satisfaction and
overall well-being. Among the myriad of benefit options available, Cafeteria Plan 125 stands out as
a flexible and comprehensive choice for both employers and employees.


What is a Cafeteria Plan 125?

A Cafeteria Plan 125, also known as a Flexible Benefit Plan, is an employee benefits program that
allows employees to choose from a variety of pre-tax benefits - not unlike the ability of customers
to choose from various available items in a cafeteria. The name "125" refers to section 125 of the
Internal Revenue Code, which outlines the tax advantages associated with such plans. These plans
are structured to provide employees with greater control and customization over their benefits,
catering to diverse needs and preferences.


Key Features:

1. Pre-tax Contributions: One of the primary advantages of a Cafeteria Plan 125 is that it enables
employees to contribute to their benefits using pre-tax dollars. This means that contributions are
deducted from employees' salaries before taxes are applied, resulting in lower taxable income and
potentially significant tax savings.
2. Flexible Benefit Options: Unlike traditional benefit plans with predetermined offerings,
Cafeteria Plan 125s offer a menu of benefits from which employees can choose. These may include
health insurance, dental and vision coverage, flexible spending accounts (FSAs) for healthcare and
dependent care expenses, life insurance, disability insurance, retirement savings plans, and more.
3. Employee Choice: Within the framework of a Cafeteria Plan 125, employees have the autonomy to
select the benefits that best suit their individual needs and circumstances. This empowers them to
tailor their benefits package according to factors such as age, health status, family size, and
personal preferences.
4. Cost Control for Employers: While Cafeteria Plan 125s offer employees greater flexibility, they
also provide benefits to employers. By allowing employees to contribute pre-tax dollars toward
their benefits, employers may experience reduced payroll taxes, thereby lowering overall labor
costs.


Benefits Included in Cafeteria Plan 125:

1. Health Insurance: Most Cafeteria Plan 125s offer a range of health insurance options, including
medical, dental, and vision coverage. Employees can select plans that align with their healthcare
needs and preferences, with premiums paid using pre-tax dollars.
2. Flexible Spending Accounts (FSAs): FSAs allow employees to set aside pre-tax funds to
cover eligible healthcare expenses not covered by insurance, such as deductibles, co-

payments, prescription medications, and certain medical supplies. Dependent Care FSAs are also
common, enabling employees to pay for qualified childcare expenses with pre- tax dollars.
3. Life and Disability Insurance: Many Cafeteria Plan 125s provide options for life insurance and
disability insurance coverage, offering financial protection to employees and their families in the
event of death or disability.
4. Retirement Savings Plans: Some Cafeteria Plan 125s include retirement savings options, such as
401(k) plans or Individual Retirement Accounts (IRAs), allowing employees to save for retirement on
a tax-advantaged basis.
5. Other Benefits: Depending on the employer's offerings, Cafeteria Plan 125s may include
additional benefits such as commuter benefits, legal assistance, employee assistance programs
(EAPs), wellness programs, and educational assistance.


Cafeteria Plan 125s offer a flexible and tax-efficient approach to employee benefits, providing
both employers and employees with valuable advantages. By allowing employees to customize their
benefits package and contribute with pre-tax dollars, these plans promote greater employee
satisfaction, financial wellness, and cost control for employers. Understanding the components and
advantages of Cafeteria Plan 125s can help employers design comprehensive benefits packages that
attract and retain top talent while meeting the diverse needs of their
workforce.


WHO WE SERVE?

EMPLOYERS
•  That offer health insurance
•  That don’t offer health insurance

EMPLOYEES
•  Who have insurance through work or spouse
•  Who aren’t offered insurance or waived coverage


A Kaiser Family survey found 33% of people with Employee Sponsored Insurance “postponed” needed care due to cost.



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