There are clear financial benefits to both the employer and the employee through a Section 125 Premium Only Plan.  Outside of some minor compliance updates and requirements in maintaining the plan there are little to no reason why an employer wouldn’t want to sponsor a Section 125 plan.  However there is another element to it as well; in many states it is legally required to have the POP plan if you sponsor a group benefits plan and require your employees to share in the cost of the plan. [read more...]