A multi-crew HVAC contractor supporting residential and commercial clients across the Tulsa metro. Scaling headcount to meet demand caused payroll taxes to become a major drag on net operating margin.
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 | 652 |
| Annual Employer FICA Savings | $730,240 |
| Average Savings Per Employee | $1,120 per year |
| Payroll Efficiency ROI | 7.65% |
| Implementation Timeline | 30–60 days |
“When margins are tight, every dollar matters. WIMPER freed up capital we can reinvest into the business.”
— CFO, Tulsa HVAC Company
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.