Can an employer provide senior staff an executive physical using a “taxable perk”?
Yes, but making this perk taxable doesn’t mean it isn’t a group health plan. Executive physical programs offered to more than one employee would be a group health plan, subject to all the applicable laws and regulations.
Some employers choose to cover the cost of an annual physical for their executive and senior-level staff as a perk to attract and retain key talent. The physical would typically consist of preventive care visits that evaluate key clinical indicators. The exams can be relatively comprehensive, including labs, imaging and other optional services, given over a period of time ranging from a half day to three days, depending on the scope. The executive then typically meets with a physician to discuss results and develop a plan for follow-up care, if needed. This follow-up care is not part of the executive physical but may be covered under the employer’s major medical plan if the executive participates.
Under a taxable perk scenario, the executive would not need to be covered under the employer’s major medical plan. Instead, the executive would receive a preventive physical exam from a health provider and then submit the bill for the exam to the employer for reimbursement from the employer’s general assets. There would be no deductibles, copays, coinsurance or any other cost sharing. The reimbursement would be included in the executive’s gross income and subjected to income and employment taxes.
Companies must consider a variety of compliance issues before deciding to provide executive physicals to executives and senior-level staff.
Under the IRS tax code, all payments made to an employee by an employer are taxable, with some exceptions, including amounts reimbursed for qualified medical expenses through a self-insured employer-sponsored group health plan. In the taxable perk scenario described above, where the employer is reimbursing employees for qualified medical expenses they incurred and substantiated, the taxable perk would appear to be a tax-free benefit; however, because the taxable perk is only available to highly compensated employees, the tax code’s non-discrimination rules would also apply.
The non-discrimination rules contain an exception that allows benefits for “medical diagnostic procedures” to be paid to highly compensated individuals without providing the same benefits to non-highly compensated individuals, if the following three conditions are met:
This means that an executive physical program featuring routine medical examinations, blood tests and X-rays may not be subject to the tax code’s non-discrimination rules; however, if the services extend to treatment, cure or testing of a known illness or disability, the non-discrimination rules likely will apply.
Providing this program as a taxable benefit would avoid the non-discrimination concerns; however, other concerns must be considered relating to group health plans.
The taxable perk scenario (i.e., an employee is reimbursed by the employer for a medical exam) likely creates a group health plan — not only under the tax code but also under various other employee benefit laws, for example: