Your Employees Want More.
You Want to Pay Less Tax.
SIMRP Does Both.
A Self-Insured Medical Reimbursement Plan turns existing IRS tax law into bigger paychecks, better benefits, and real savings — without changing what employees earn.
Free payroll illustration — no obligation, just real numbers.
Cory Smothers
Diversified Capital Benefits Group · EIG Benefits
I'm a proud family man and a Benefits Strategist with DCBG, and I work exclusively with business owners to provide their teams with premium health and wellness benefits at no net cost — to the employer or the employees. I got into this work because I genuinely love helping people, and this plan does exactly that. Real benefits. Real savings. Real impact for real families.
I partner with business owners across the country to deliver better employee benefits at zero net cost — using IRS-approved tax strategies that most businesses don't know exist. I'm a family man who got into this work because I genuinely believe every employee deserves great coverage and every owner deserves to keep more of what they earn. No gimmicks. No fine print. Just real results for real people.
So… What Exactly Is a SIMRP?
Our strategy works with a set of IRS tax codes that allow us to assist businesses in using tax dollars to fund savings for the employer, while also funding compliant Health Efficiency and Wellness Programs for employees. No salary cuts. No new insurance. Just smarter structuring of what you're already paying.
Three Pillars of SIMRP
Three interlocking strategies that give employees better health coverage while reducing the employer's payroll tax burden — all within existing IRS code.
1. Health Efficiency Program
HEP — The Employee Benefit
- Employees receive a Minimum Essential Coverage (MEC) preventative plan with no co-pays, deductibles, or pre-existing conditions.
- Employees also receive Medical Expense Reimbursement Benefits — designed to pay for actual medical costs and out-of-pocket expenses tax free.
- ER pays employee's premium for their group health plan — which funds the employer's SIMRP.
2. SIMRP
The Employer's Tax Strategy
- Employer reimburses employees for their health insurance premiums, deductibles, and other qualified medical expenses tax-free to the employee and tax-deductible to the business.
- Employee contributions to group health premiums are also deductible to the ER and tax-free to the EE.
- Works in tandem with internal tax code: IRC Sections 105(b), 125, 213(d), and Section 106.
3. Wellness Program
Telemedicine + Ancillary Benefits
- 24/7 telehealth with board-certified physicians, unlimited consultations, and prescription management included.
- Optional add-ons: dental, vision, chiropractic, life, disability, and critical illness coverage at group rates.
- Accessible nationwide — employees get care anywhere, anytime, without a copay or deductible.
How SIMRP Works
Four simple steps from where you are now to a fully implemented SIMRP — with zero disruption to your employees' take-home pay.
Free Consultation
We analyze your current payroll, benefits structure, and employee count to see if SIMRP is a fit. No obligation — just real numbers.
Custom Plan Design
We build a written, IRS-compliant SIMRP tailored to your business, integrating with your existing payroll and accounting systems.
Employee Onboarding
We handle enrollment — explaining the plan to your team, answering questions, and making sure everyone understands their new benefits.
Ongoing Compliance & Support
Annual plan reviews, regulatory updates, and year-round support. Your SIMRP stays compliant and optimized as your business grows.
The Paycheck Test: Before vs. After SIMRP
Same employee. Same gross salary. The only difference is how the dollars are structured — and who gets to keep them.
$3,978 extra annually — without a raise. That's a 9.2% increase in effective take-home pay.
Trusted by Business Owners
Real results from real employers who made the switch. SIMRP works across industries and company sizes.
“I was skeptical that a plan this good could actually be compliant. Cory walked us through every IRS code section — it's all above board. Our employees love the new benefits and we're saving on payroll tax every quarter.”
“We rolled out SIMRP across 140 employees and the feedback was overwhelmingly positive. The telehealth alone has been a game changer for our night-shift staff. Cory made the onboarding seamless.”
“In 20 years of running this business, I've never seen a benefits strategy that pays for itself. Our effective tax rate dropped and retention improved. I only wish we'd found this sooner.”
Fully Compliant. Fully Documented.
SIMRP is not a loophole — it's a deliberate application of well-established Internal Revenue Code provisions that have been on the books for decades. Every plan we build is backed by a written plan document and supported by legal precedent.
Employer reimbursements for medical care are excluded from employee gross income.
Cafeteria plans allow pre-tax salary reductions for qualified benefits.
Defines qualified medical expenses eligible for tax-free reimbursement.
Employer-provided health coverage is excluded from employee gross income.
Ready to See What SIMRP Can Do for Your Business?
Your employees get better benefits. You reduce payroll tax. Everyone wins — backed by IRS code that's been on the books for decades.
Free payroll illustration. No obligation. Just real numbers for your business.
Request a Free Payroll Illustration
Fill out the form below and Cory will run a no-obligation analysis of your business. You'll get real numbers showing exactly what SIMRP saves you.
Disclaimer: This website provides general information about Self-Insured Medical Reimbursement Plans (SIMRP) and related tax strategies. It is not intended as legal, tax, or accounting advice. Every business situation is unique; consult with a qualified tax professional or attorney before implementing any tax-advantaged benefit plan. Cory Smothers and Diversified Capital Benefits Group (DCBG) make no guarantees of specific tax savings outcomes, as results depend on individual business circumstances and compliance with applicable laws. SIMRP programs are structured in accordance with Internal Revenue Code Sections 105(b), 125, 213(d), and 106. Nothing on this site constitutes a binding offer or contract.