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Understanding the Types of Section 125 Plans

Section 125 plans, also known as cafeteria plans, allow employees to choose between taxable compensation and certain non-taxable benefits. While the IRS provides a structured framework for what can be included, there are several types of Section 125 plans employers can implement—each with its own structure, benefits, and compliance needs.

This page explains the primary types of Section 125 plans and highlights the most popular structure in recent years: the Preventative Care Management Program (PCMP)-based plan

1. Premium Only Plan (POP)

The most basic form of a Section 125 plan.

Key Features:

Allows employees to pay health insurance premiums pre-tax

Simple to administer with minimal compliance burden

Typically includes major medical, dental, vision, and group term life insurance

Best For:

Small to mid-sized businesses that want basic tax savings and already offer health insurance benefits.

2. Full Cafeteria Plan

A more robust offering that allows employees to allocate a portion of their salary toward a menu of qualified benefits

Key Features:

Includes multiple pre-tax options like FSAs, HSAs, dependent care assistance, and more

Employees can select from a menu of benefits

Offers maximum flexibility and value

Best For:

Companies with diverse employee needs and an appetite for more benefit complexity.

3. Flexible Spending Account (FSA) Plan

Often implemented as a component within a larger cafeteria plan.

Key Features:

Lets employees set aside pre-tax dollars for eligible medical or dependent care expenses

Funds must typically be used within the plan year ("use it or lose it")

Subject to annual IRS contribution limits

Best For:

Employers who want to offer employees greater control over healthcare and childcare expenses.

4. Preventative Care Management Program (PCMP)

In recent years, many companies have implemented a PCMP-based Section 125 structure. This fully managed solution expands the value of the plan while remaining IRS- and ACA-compliant.

Modern Trend
Recomended

Key Features:

Provides a structured set of pre-tax eligible preventative care services and wellness programs

Can include telehealth, group term life insurance, lab access, and more

Keeps employee net take-home pay the same or slightly higher

Generates significant payroll tax savings for employers ($600–$1,200 per W2 per year)

Fully managed by third-party providers who handle compliance, implementation, and employee education

Key Features:

Zero cost to implement for employers

Requires no changes to existing health plans

Boosts retention by offering more comprehensive benefits

Supports family and dependent coverage with no extra taxable burden

Best For:

Employers of all sizes who want a turnkey, high-impact way to reduce payroll taxes and improve employee benefit offerings.

Comparison Table

Plan Type

Benefits Included

Employer Savings

Employee Net Pay Impact

Complexity

Best For

Premium Only Plan (POP)

Health insurance premiums

Moderate

Same

Low

Small-mid sized companies

Full Cafeteria Plan

Health, FSA, HSA, dependent care

High

Varies

High

Larger or benefits- heavy orgs

FSA Plan

Pre-tax health and childcare accounts

Moderate

Slightly higher

Medium

Mid-sized with working parents

PCMP- Based Plan

Popular

Preventative care, telehealth, life ins.

High

Slightly higher

Low

All companies

Summary

Section 125 plans are not one-size-fits-all. From simple premium-only structures to full cafeteria offerings and modern PCMP-based plans, employers have options that align with their goals and employee needs.

Among these, PCMP-style Section 125 plans have seen rapid adoption due to their simplicity, cost-efficiency, and immediate financial upside. When structured correctly, these plans can be a win-win for organizations and their teams.

Next step: Explore Section 125 Compliance Requirements

Frequently Asked Questions

1 . What’s the difference between a POP and a full cafeteria plan?

A POP only includes pre-tax insurance premiums, while a full cafeteria plan allows a broader selection of pre-tax benefit elections like FSAs and dependent care.

Yes—when properly structured, PCMPs fit within the Section 125 framework and include IRS-eligible preventative benefits.

Yes. Many companies upgrade to PCMP plans to increase savings and improve benefit offerings without increasing complexity.

Yes. A properly designed and administered Section 125 plan—including PCMP-based plans—can be fully ACA and IRS compliant.

Have Questions About Section 125 Plans?

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