Section 125 plans offer powerful tax savings and benefits flexibility—but only when properly designed and maintained in compliance with IRS regulations. This page outlines what employers need to know to ensure their Section 125 plan is legally compliant and audit-ready.
A Section 125 plan that does not meet IRS standards can be disqualified, which means:
Employees' pre-tax benefits could be treated as taxable income retroactively
Employers may owe back payroll taxes, penalties, and interest
Loss of employee trust and possible legal challenges
Maintaining compliance is not just a best practice—it is required by law.
Section 125 cafeteria plans create immediate financial and health-related advantages for employees.
A Section 125 plan is not valid without a formal written plan document. This document outlines:
Plan year dates
Eligibility rules
Benefits offered
Election procedures
Change-in-status rules (e.g., life events)
The document must be maintained on file and made available upon IRS request.
Employers must provide a clear, easy-to-understand SPD to all eligible employees. This document explains the plan in plain language and outlines:
How to enroll
When changes can be made
Contact information for questions
The IRS requires annual nondiscrimination testing to ensure that Section 125 plans:
Do not disproportionately favor highly compensated employees (HCEs)
Provide equal benefit access to non-HCEs
Failing these tests can trigger tax penalties for the HCEs and may require plan correction.
Only IRS-approved benefits can be included under Section 125. These include:
Group health, dental, and vision insurance
FSAs and dependent care assistance
Group term life insurance (up to $50,000)
Certain wellness and preventative care programs (e.g., PCMP)
Unapproved benefits (e.g., tuition, gym memberships, bonuses) are not allowed under Section 125.
Employees must make their benefit elections before the start of the plan year. Mid-year changes are only allowed for qualifying life events (marriage, birth, etc.) and must align with IRS change-in-status rules.
Mistake
Risk
No written plan document
Requires documentation and IRS testing
Missing or outdated SPD
Not all benefits qualify
Skipping annual testing
Plan changes limited to open enrollment or life events
Offering non-qualified benefits
Needs oversight or third-party administration
Mid-year election changes without documentation
IRS penalties or audits
Work with a qualified benefit administrator or third-party compliance partner
Keep plan documents updated annually
Perform nondiscrimination testing before the plan year ends
Educate employees with timely SPDs and clear enrollment materials
Maintain all records in case of audit or review
Compliance with Section 125 rules isn’t optional—it’s essential. A properly documented, tested, and communicated plan protects both the employer and the employee while preserving the plan’s tax-favored
status. When in doubt, partner with experienced professionals to review your documents and testing requirements.
Yes. Without a written plan document, the IRS will not recognize the plan for pre-tax treatment.
Highly compensated employees may lose the tax advantage on their benefits. The employer may need to make corrections.
No. Only IRS-approved benefits can be included.
At least annually, or any time a change in benefits or regulations occurs.
It should be distributed at plan launch and any time material changes are made. Annual reminders are a best practice.
Whether you're an HR manager, business owner, or employee, navigating Section 125 can be confusing. We're here to help.
Submit your question below and our team will get back to you within 1-3 business day.
