A large mental health services organization operating across Oklahoma with approximately 2,000 employees. A significant portion of its operating budget was historically supported by government grants tied to service delivery and workforce expansion.
As grant funding was reduced, leadership faced immediate margin pressure—without the flexibility to reduce staff or disrupt patient care.
The CFO needed to:
The company had budget pressure — not benefit adoption issues. They were already spending on employees; WIMPER helped them spend smarter.
By adopting WIMPER, the company restructured a portion of existing employee medical expenses into an IRS Section 105–compliant reimbursement format.
No reduction in take-home pay.
Fully Funded Wellness and Preventative Program.
Fully Funded Supplemental Health Benefits.
Just structural payroll tax efficiency.
| Metric | Value |
|---|---|
| Full-Time Eligible Employees | 2,000 |
| Annual Employer FICA Savings | $2,200,000 |
| Average Savings Per Employee | $1,120 per year |
| Payroll Efficiency ROI | 7.65% |
| Implementation Timeline | 60-90 days |
“We needed savings that were immediate, defensible, and repeatable—without creating downstream risk. This also gave so many more benefits to our employees that they wouldn’t have had access to otherwise. We are appreciative to Brandon and the Team at EHP”
— CFO, Oklahoma Mental Health Organization
WIMPER helps service-based employers stay competitive without increasing budget.
Results shown are based on real implementations of WIMPER for eligible employers. Actual savings were achieved under IRS Section 105–compliant plan design and third-party administration. Outcomes for future clients will depend on eligibility, plan participation, and ongoing compliance requirements.