Employee benefits
Same coverage. Same doctors. 20% less.
Bartine replicates your existing health plan — same hospitals, same physicians, same pharmacies, same coverage — at an average of 20% lower monthly premiums and 80% lower out-of-pocket costs for employees. Employers additionally recover roughly $600 per W2 employee per year in FICA payroll tax through a compliant Section 125 structure.
Same network. Lower cost.20%
Lower monthly premiums
80%
Lower out-of-pocket costs
~$600
FICA recovered per W2 employee, per year
0
Provider changes required
~$600
Preventative-care savings per W2 employee, per year
0
Net cost to implement
1
Renewal cycle to documented savings
Run the numbers
Move the slider. See the savings.
Preventative-care savings alone — separate from premium reductions and FICA recovery — are calculated at $600 per W2 US employee per year. Adjust for your headcount.
Premium reduction (~20%) is calculated separately during your audit.
All three mechanisms stack — the audit returns one combined number.
No email gate, no form. The number is yours before you commit to anything.
Savings estimatorv2026.1
Annual preventative-care savings
$30,000/year
Annual preventative-care savings
Plus an additional ~$600 per W2 employee per year in recovered FICA payroll tax through Section 125.
$35,000/yr
FICA recovered
Premium savings of ~20% calculated separately during your audit, based on current plan design.
The mechanism
We reverse-engineered the carrier model. Then took out the parts that exist to overcharge you.
Traditional carriers have spent decades engineering pricing structures designed to maximize their margin at every touchpoint. Bartine's partner rebuilt the same stack and removed the markup at each layer. The coverage is identical. The economics are not.
What we replicate
Provider networkHospital systemsPharmacy accessSpecialist referralsPrescription coverageCatastrophic protection
What we remove
Carrier-side margin in premium pricingOut-of-pocket structures that suppress utilizationAdministrative fee stackingRenewal-cycle premium creep with no claims basis
Where the savings come from
Three independent savings layers. They stack.
The total economic impact is the sum of three separate mechanisms — each runs independently and each lands on the P&L differently.
20%
Lower monthly premiums.
The premium reduction is shared between employer and employee — both line items drop by the same percentage, monthly, at renewal.
80%
Lower out-of-pocket costs for employees.
Co-pays, deductibles, and out-of-pocket maximums are restructured around actual utilization rather than carrier margin protection. Employees feel the savings every time they see a doctor.
~$600
Recovered on the employer side, per employee.
A Section 125 pre-tax structure recovers ~$600 per W2 employee per year in FICA payroll tax; preventative-care plan design recovers ~$600 more. Both flow straight to the employer's P&L.
No disruption
Everything your employees rely on stays exactly the same.
This is the question every benefits manager hears the moment they announce a plan change. The answer is short.
Same hospitals
Every employee's existing hospital system remains in-network.
Same doctors
Primary care, specialists, and referrals — unchanged.
Same pharmacies
Existing prescriptions, formularies, and pharmacy locations — unchanged.
Same coverage
Plan design replicates the current plan, tier for tier, benefit for benefit.
No adjustment period. No new ID cards your employees have to argue with at the front desk. No scrambling to find new providers.
The difference
Same plan, priced two ways.
Line by line, what changes when the same coverage is administered under a structure built to compress carrier margin instead of protect it.
| Line item | Current plan | With Bartine |
|---|---|---|
| Monthly premium | Baseline | ~20% lower |
| Employee out-of-pocket | Baseline | ~80% lower |
| FICA payroll tax (employer) | Paid on full wages | ~$600 per W2 employee recovered |
| Preventative-care savings (employer) | None | ~$600 per W2 employee |
| Hospitals, doctors, pharmacies | Current network | Same network |
| Coverage tiers | Current plan | Replicated tier-for-tier |
| Implementation cost | n/a | $0 net |
| Time to documented savings | Next renewal | ~3 Months |
Stop overpaying for the same coverage.
Free benefits audit. We replicate your current plan, price it under our structure, and show you the side-by-side before you commit to anything.
Questions
The answers HR leads ask first.
Traditional carriers price for their own margin at every layer — network, formulary, claims, administration. The partner has rebuilt each layer and removed the markup. Provider reimbursement and coverage are unchanged; carrier-side margin is what gets compressed.
Preventative care, when structured properly under the plan design, qualifies for tax-advantaged treatment. The $600 figure is a documented per-employee, per-year recovery available on top of premium savings and FICA recovery.
Through a compliant Section 125 pre-tax plan structure, employee health-benefit contributions reduce the wage base on which the employer pays FICA payroll tax. The employer recovers approximately $600 per W2 employee, per year — straight to the bottom line.
Yes. Premium reduction (~20%), preventative-care savings (~$600/employee), and FICA recovery (~$600/employee) are three independent mechanisms that stack. The audit produces a single combined number for your specific employee count and plan design.
Functionally, no — your employees see the same network. Administratively, yes — the plan is administered under the partner's structure. Employees are not asked to change doctors, hospitals, or pharmacies.
Most clients implement at the next renewal cycle. Off-cycle implementation is possible for groups where the savings justify the early termination math.
The structure works from 10 to 500+ W2 employees. Below 10, the administrative ratio gets tight. Above 500, the per-employee economics actually improve.
Yes. Section 125 is an IRS-defined plan structure that has been compliant for decades. The partner administers it within the rules; nothing about the structure is novel — only the willingness to actually implement it for groups underserved by traditional brokers.