Quantum 125 · Section 125, with Quantum Health Benefits
Better benefits. Less payroll tax. Nothing new to run.
A Section 125 plan with fully insured health benefits. Every eligible employee starts enrolled, so participation starts at 100%, and Quantum Health Benefits runs it day to day. Move the slider to see what it is designed to save at your headcount.
Designed savings for your company, every year
$0
What’s in this number
About $3,988 a month: $957 per enrolled employee, by design, going forward. Each of your 50 is designed to take home +$1,025.76 more a year, +$85.48 a month: $51,288 across the team.
At 50 employees: designed savings of $47,850 a year for your company. Each employee is designed to take home $1,025.76 more a year.
Program design: Plan 1500, a $50,000 salary, every eligible employee enrolled. Going forward, not a refund. Not a guarantee or a quote; your CPA reviews the plan documents before you sign.
- a year per enrolled employee the company is designed to save
- $957
- a month in take-home, by design, on a $50,000 salary
- +$85.48
- fully insured: the carrier pays the claims
- 100%
- participation at the start: every eligible employee begins enrolled
- 100%
Program design as of November 2026: Quantum Health Benefits’ Plan 1500 illustration, a $50,000 salary, every eligible employee enrolled. This is how the program is designed to work, not a guarantee or a quote. Your own payroll analysis sets your figures, and your CPA reviews how the plan’s payments are taxed before you sign.
Step by step
Your number, one step at a time.
Step Step 01
Filing data
Find your company’s filing.
Type the company name. Employers with 100 or more plan participants file a Form 5500 with the U.S. Department of Labor every year, and the filing is public. No email or payroll report needed.
Step Step 02
Filing data
Read what the filing already says.
Plan participants, people covered on the medical contract, carrier, broker of record, broker pay and the renewal month, straight from the 2024 filing, with a grade against peers in your industry and size band.
Step Step 03
Illustrative estimate
See the estimate at your headcount.
The program’s design figure, about $957 a year per enrolled employee, applied to the filing’s participant count at 90% enrolled by default. Move the slider from 50% to 100%. Quantum 125 employers typically see 86–92% participation.
Step Step 04
Program design
See what your people get.
Telemedicine, prescriptions, hospital, ER, ambulance, surgery, critical illness and accident benefits, plus a virtual vet and coaching, from the first day the plan is in force.
Not major medical insurance; benefits vary by plan and state; see plan documents.
What is Quantum 125?
Quantum 125 is Longtable Benefits’ Section 125 program, run with Quantum Health Benefits. It pairs a cafeteria plan with fully insured supplemental health benefits, so the benefits come out of pay before payroll tax. It is designed so the company saves about $957 a year per enrolled employee and each employee takes home more, going forward. Your health plan and broker stay, and your own CPA reviews the plan documents before you sign.
The plan
A cafeteria plan, and benefits your team will use.
Section 125 of the tax code lets employees pay for qualified benefits out of pay before tax. Quantum 125 puts a fully insured supplemental health plan inside that structure: telemedicine, prescriptions, hospital and accident benefits, and a few everyday extras. Because those dollars leave payroll before it is taxed, the company has less payroll to tax from the start date forward. Quantum Health Benefits designs and runs the plan as Longtable Benefits’ program partner.
What it is not
- Not major medical. It sits beside your health plan, and your broker stays on it.
- Not a refund. Payroll tax already paid stays paid; the plan works from its start date forward.
- Not tax or legal advice. Your own CPA reviews the plan documents before you sign.
What employees get
Everyday care at $0, and cash benefits when something goes wrong.
Plan 1500, quoted from Quantum Health Benefits’ plan grid. Benefits vary by plan tier and are subject to the policy’s terms, limits and waiting periods.
- Telemedicine
- 24/7 doctor visits by phone or video, $0 copay, for the employee and family
- Prescriptions
- $0 copay on 1,000+ covered medications
- Mental health
- Behavioral health sessions by phone or video
- Hospital stay
- $1,000 on the first day of an admission, then $500 a day, up to 20 days a month
- Emergency room
- $300 a day, up to 4 days a year
- Ambulance
- $300 a day, up to 2 days a year
- Surgery and anesthesia
- $1,000 inpatient surgery benefit and $400 anesthesia benefit
- Critical illness
- A $2,500 lump sum on a covered diagnosis, such as a heart attack or cancer
- Accident
- Up to $1,000 a benefit year, inpatient or outpatient
- Everyday extras
- 24/7 virtual vet (4 visits a year), personal coaching sessions, and a wellness app with one short activity a month
Not major medical insurance; benefits vary by plan and state; see plan documents.
100% participation from day one
Every eligible employee starts enrolled.
Most voluntary benefits ask employees to sign up, and many never do. Quantum 125 works the other way: every eligible employee is enrolled (opted in) from the start, so the plan begins at 100% participation. Each employee gets written notice of the plan and the payroll deduction before it starts and can choose to opt out. Automatic enrollment of this kind is permitted in a cafeteria plan (Rev. Rul. 2002-27).
Why it matters to the employer
The savings are per enrolled employee, so participation is the whole number. Starting at 100% means the program works for the full eligible team from the first payroll, without a sign-up campaign. Quantum 125 employers typically see 86–92% participation. Your proposal shows the figure at your own headcount.
100% fully insured
The carrier carries the claims. Your company does not.
Every benefit in Quantum 125 is fully insured. An insurance carrier pays the claims, so there is no self-funded claims pool on your books and no claims risk for the company to carry. Premiums are set in advance and run through payroll.
What it means for the company
A predictable premium instead of an open-ended claims bill. The carrier stands behind every benefit, so a large claim never lands on the company’s books.
Illustration of the program’s design
One enrolled employee, both sides of the paycheck.
For the company
$957
a year per enrolled employee, by design, after the program’s costs. No out-of-pocket cost to the company.
| Pre-tax premium per enrolled employee, each month | $1,500 |
| Designed savings each month | $79.75 |
| Designed savings each year (× 12) | $957 |
|---|
Lower premium tiers are designed to save less: $268.50 a year per employee on Plan 750.
For the employee
+$85.48
more take-home a month, by design, on a $50,000 salary: +$1,025.76 a year, with the benefits above and no out-of-pocket cost.
- The premium comes out of pay before tax, and the plan’s benefits come back to the employee.
- One short wellness activity a month in the app.
- Lower pay means a smaller gain: +$7.12 a month on a $14,400 salary.
Program design as of November 2026: Quantum Health Benefits’ Plan 1500 illustration, a $50,000 salary, every eligible employee enrolled. This is how the program is designed to work, not a guarantee or a quote. Your own payroll analysis sets your figures, and your CPA reviews how the plan’s payments are taxed before you sign.
How it works
From one payroll report to a plan in place.
Step Phase 01
Send one payroll report.
A recent payroll export through a secure link. Quantum Health Benefits models the plan employee by employee, and nothing changes on your payroll yet.
Step Phase 02
Read your proposal in 3 to 5 business days.
Person-by-person figures for your company, built from your own payroll, not from an average.
Step Phase 03
Your CPA reviews it before you sign.
The proposal, the Section 125 plan document and the payroll reporting instructions go to your CPA first. Then you sign the two plan agreements.
Step Phase 04
Quantum sets it up and enrolls your team.
QHB works with your HR and payroll and runs enrollment; HR attends one kickoff call. The plan goes in force before your benefits year starts, so the full year counts.
After launch
Quantum runs it. HR keeps its week.
Once the plan is in force, Quantum Health Benefits handles the work a new benefit usually adds to HR’s desk.
- New hires added to the plan.
- Billing questions and claims handled by QHB’s team.
- Payroll software that connects with the major payroll systems.
- Payroll and analytics reports every pay period.
- A mobile app where employees reach every benefit.
Fit
Who it is built for, and who it is not.
- Regular employees (W-2), hourly or salaried, on a regular payroll.
- You want better benefits without a new program to run.
- A health plan renewal 60 to 150 days out.
- Independent contractors (1099 workers).
- Owners enrolling only themselves.
Straight answers
Questions, answered.
- Is this a refund of payroll tax we already paid?
- No. Section 125 lowers payroll tax from the plan’s start date forward. Every pay period before it is taxed in full.
- What does it cost the company?
- The program is designed with no out-of-pocket cost to the company or to employees. Premiums are paid through pre-tax payroll deduction, and the design figure of about $957 a year per enrolled employee is what the company saves after the program’s costs. Your payroll analysis sets your own figure.
- How does enrollment work?
- Every eligible employee starts enrolled, so the plan begins at 100% participation. Each employee gets written notice of the plan and the payroll deduction before it starts and can choose to opt out. Quantum 125 employers typically see 86–92% participation. Automatic enrollment of this kind is permitted in a cafeteria plan (Rev. Rul. 2002-27). QHB’s enrollment team explains the plan to employees, and the plan document sets the details.
- What does “100% fully insured” mean for us?
- Every benefit in the program is insured by an insurance carrier, which pays the claims. The company does not fund a claims pool or carry the claims risk, the way it would with a self-funded plan.
- How are the plan’s payments taxed?
- That depends on the plan documents and on how the payments are reported through payroll. QHB provides both, and your CPA reviews them before you sign. Longtable does not give tax advice or tax opinions.
- Does our health plan or broker change?
- No. Quantum 125 sits beside your health plan. Your broker stays on the medical placement and the commission does not move.
- Who runs it day to day?
- Quantum Health Benefits adds new hires, answers billing questions, handles claims and sends payroll and analytics reports every pay period. Its software connects with the major payroll systems.
- Can owners enroll?
- Owners of a C corporation who are on payroll may be able to. Shareholders who own more than 2% of an S corporation, partners and sole proprietors generally cannot take these benefits pre-tax. Your CPA confirms.
- Who is Quantum Health Benefits?
- Quantum Health Benefits LLC, based in Southlake, Texas, is Longtable Benefits’ program partner for Quantum 125. QHB designs and administers the plan; its enrollment team and representatives work with your HR and payroll.
Schedule a Meeting
One 30-minute call.
Your broker and your CPA are welcome.
Or call 248.742.0065Mon – Fri: 9:00 AM – 5:00 PM
This information is for general educational purposes only and is not tax, legal, or investment advice. Longtable Benefits does not provide tax or legal advice. Results depend on your individual circumstances and on tax law, which is subject to change. Consult your own qualified tax advisor or attorney before acting.