About
ABOUT SIMRP
The Self-Insured Medical Reimbursement Plan (SIMRP) is an employer-sponsored benefit program designed to create value for both employers and employees through established IRS and ERISA frameworks.
The program is structured to help organizations address ongoing workforce, payroll, and employee benefit challenges while providing employees with access to valuable health, wellness, and support resources.
SIMRP is not a one-size-fits-all solution.
Every organization is different.
Every workforce is different.
For that reason, each organization should evaluate the program based on its own objectives, workforce composition, operational considerations, and professional guidance.
OUR APPROACH
Our objective is simple: Education before implementation. Understanding before decision-making. Transparency throughout the evaluation process. We believe employers deserve clear information, straightforward answers, and the opportunity to evaluate programs based upon facts, documentation, and professional review. That philosophy guides every conversation, every analysis, and every recommendation.
WHO WE WORK WITH
SIMRP is designed primarily for organizations with eligible W-2 employees. Organizations range from privately held businesses and family-owned companies to professional practices, nonprofit organizations, and larger employers seeking to strengthen employee benefits while improving operational efficiency. Each organization is evaluated individually to determine whether the program aligns with its goals and workforce needs.
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.