About
ABOUT SIMRP
A Benefit Strategy Built Upon Long-Established Federal Tax and ERISA Frameworks
The Self-Insured Medical Reimbursement Plan (SIMRP) is a government-recognized employer benefit strategy operating within long-established provisions of the Internal Revenue Code and ERISA that have supported employer-sponsored benefit programs for decades.
SIMRP is designed to help employers create ongoing value by addressing payroll, workforce, and employee benefit objectives while providing participating employees with access to valuable health, wellness, and qualified medical benefits.
For Decades, Congress Has Encouraged Employers to Invest in Their Workforce.
Congress has enacted and maintained provisions within the Internal Revenue Code that
encourage employers to provide valuable benefits, invest in their workforce, and strengthen their businesses.
SIMRP exists within that long-established legal framework.
The Employee Retention Credit Ended. The Opportunity Within the Tax Code Did Not.
The Employee Retention Credit (ERC) demonstrated how federal tax policy can be used to help employers and employees during a time of extraordinary need.
Although the ERC has concluded, the opportunity for employers to benefit from long-established provisions of the Internal Revenue Code has not.
SIMRP is one example of how those long-standing federal tax and ERISA frameworks continue to create value for employers and their employees.
Built for Ongoing Value—Not a One-Time Event.
Unlike temporary relief programs created to address a specific economic event, SIMRP is built upon long-established federal tax and ERISA frameworks that continue to serve employers when properly structured and administered.
It is designed to help organizations create recurring value while strengthening the benefits they provide to their employees.
Is SIMRP Appropriate for Your Organization?
The pages that follow explain how SIMRP works, why it exists, and how it creates value for employers and their employees.
They are designed to provide the information necessary for organizational leaders and their professional advisors to determine whether SIMRP merits further evaluation.
THE EVALUATION PROCESS
The evaluation process is designed to be straightforward, confidential, and respectful of organizational privacy.
Preliminary reviews generally focus on workforce demographics and organizational information rather than employee names or Social Security numbers.
Employees may be identified by employee number or internal designation without exposing unnecessary employee personal or employment information.
The objective is to determine whether further analysis is warranted before requesting additional information.
COMMITMENT TO COMPLIANCE
SIMRP operates within established regulatory frameworks that include:
- IRC Section 105(b)
- IRC Section 106
- IRC Section 125
- IRC Section 213(d)
- ERISA governance
- Formal plan documentation
- Third-party administration
- Substantiation requirements
We believe that legitimacy begins with structure, documentation, administration, and compliance.
For that reason, organizations are encouraged to conduct their own due diligence and consult with their professional advisors when evaluating any employee benefit program.
Third-Party Administrator
Proper administration is an important component of any employee benefit program.
Independent third-party administration helps support plan operations, documentation, substantiation review, participant administration, and ongoing program oversight.
WHY ORGANIZATIONS EXPLORE SIMRP
Organizations continue facing many of the same challenges that have existed for years:
- Rising payroll costs
- Employee benefit pressures
- Workforce retention concerns
- Employee financial stress
- Competitive labor markets
Many employers are exploring SIMRP because they are looking for practical ways to support employees while improving organizational efficiency and strengthening overall benefit value.
OUR PHILOSOPHY
We believe employers and employees benefit most when solutions are built on education, transparency, compliance, and long-term sustainability.
The goal is not simply to implement a program.
The goal is to help organizations make informed decisions that support their employees, their operations, and their future.
A NOTE TO PROFESSIONAL ADVISORS
The strongest employee benefit programs are not built on marketing claims.
They are built on documentation, administration, governance, and compliance.
We encourage every CPA, attorney, consultant, benefits advisor, and financial professional reviewing SIMRP to perform the same level of analysis they would apply to any significant employee benefit arrangement.
Questions are welcome.
Independent review is encouraged.
Professional diligence is respected.
Those principles ultimately benefit employers, employees, and advisors alike.