Find the Money First
Your Benefits May Be Costing More Than They Should.
Find the money already inside your benefits and payroll structure.
GLP Legacy reviews payroll efficiency and employee protection before recommending more spend.
Illustrative Estimate
$31,750 / year
50 qualifying, participating employees
$635 illustrative annual savings per employee.
Actual savings and eligibility vary. Not a quote or guarantee. Not tax or legal advice.
Benefits Optimization
Cost Containment
Employee Protection
Legacy Strategy
The GLP Benefits Optimization Review
Before You Add More Benefits,
Find the Money First.
We review your payroll and benefits structure before making any recommendation.
Review payroll efficiency
Assess where your current payroll and benefits structure may be leaving value unused.
Assess employee value
Explore take-home value and the benefits your people actually use.
Redeploy with purpose
Explore how verified savings can strengthen protection, retention, and long-term strategy.
Employer Savings Estimate
Find the Money First. Run the Estimate.
Enter your number of qualifying, participating W-2 employees for an illustrative look at potential employer impact.
Your workforce.
Assumes up to $635 in illustrative annual employer savings per qualifying, participating employee.
Illustrative Estimate
Annual
$31,750
Monthly
$2,646
3-Year
$95,250
Illustrative estimate only. Actual savings vary based on eligibility, payroll, participation, plan design, tax treatment, and implementation. Not tax or legal advice.
Not a quote, promise, or guarantee. Not every employer or employee qualifies.
Why This Works
Better structure. Clearer value.
Certain eligible benefits may be structured on a pre-tax basis. A properly designed plan may improve payroll efficiency and employee value — depending on eligibility, elections, and tax treatment.Eligibility, plan design, payroll treatment, nondiscrimination testing, and implementation should be reviewed by qualified tax, legal, payroll, and plan-administration professionals. Results vary.
Pre-tax benefit elections
Section 125
Cafeteria plans may allow eligible benefits to be paid on a pre-tax basis.
Health benefit payments
Section 105
Rules for the treatment of certain employer-provided health payments.
Employer contributions
Section 106
Treatment of employer contributions toward accident and health coverage.
Qualified medical care
Section 213(d)
The general definition of eligible medical care expenses.
General educational summaries only — not tax or legal advice.
Your next strategic move
Find the Money First.
Then Decide What To Do With It.
GLP Legacy advises; you decide. Once potential savings are verified, direct them toward what matters most.
Employee Protection
Accident, cancer, disability, hospital, and other supplemental or voluntary benefits where appropriate.
Retention
Build a benefits package employees understand, value, and stay for.
Owner & Key-Person Strategy
Longer-term protection and legacy planning for owners and key people where appropriate.
Business Growth
Preserve more dollars for hiring, operations, expansion, and resilience.
Employee Value
Benefits your people can actually feel.
Practical support for everyday health and unexpected events. Availability varies by program and plan.
Availability of any feature depends on the program, plan design, carrier, and eligibility. Not every client or employee receives every feature.
Simple Process
Four steps. Start with 15 minutes.
- 1
15-Minute Review
A quick conversation about your workforce, goals, and current setup.
- 2
Workforce & Payroll Analysis
We review census and payroll data to model what may be possible.
- 3
Savings / Benefits Proposal
A clear, illustrated proposal — what changes, what it may save, what employees gain.
- 4
Implementation & Support
Coordinated rollout with payroll and administrators, plus ongoing service.
Find the Money First
Is Your Business a Fit?
Start with a size-up, not a sales pitch. Existing broker relationships are welcome.
- You have a W-2 workforce.
- Generally 20–25+ W-2 employees, commonly working 30+ hours/week, is the strongest fit. Smaller and larger groups may still be reviewed.
- You want to evaluate payroll and benefit efficiency.
- You're open to improving employee protection without simply adding more cost.
- You have an existing broker? Welcome. GLP can complement current advisors rather than replace them.
A focused conversation. A clearer next step.
Book My 15-Minute ReviewCompliance & Trust
Structured carefully. Reviewed properly.
Credible optimization depends on disciplined compliance. These are the areas every responsible implementation must address.
Code Sections 125, 105, 106 & 213(d)
Educational references only. These sections are not an approval of any plan or a determination of eligibility.
Payroll Integration
Changes must flow correctly through payroll systems and deductions.
Documentation & Administration
Plan documents, elections, and ongoing administration must be properly maintained.
Eligibility
Not every employee or employer qualifies; eligibility is reviewed case by case.
Nondiscrimination
Plans generally must satisfy applicable nondiscrimination testing requirements.
Qualified Partners
Implementation is coordinated with qualified administrators and professionals.
Lawrence Haynes
Founder, GLP Legacy
Author of Legacy Unlocked!
About Lawrence Haynes
Built Around Protection, Service, and Legacy.
A retired firefighter with 25 years of service and 25 years of business consulting experience, Lawrence Haynes founded GLP Legacy and authored Legacy Unlocked!
In the fire service, a size-up comes before action. Lawrence applies that discipline to business: identify risk, find financial leakage, protect people, and strengthen the structure.
Find the Money First — then decide what serves your business best.
25
Years in fire service
25
Years consulting
1
Book: Legacy Unlocked!
Questions? Call (656) 216-3444 or email lawrenceohaynes@gmail.com.
Protect the people who helped build your business
Before Something Happens.
The best time to strengthen a company's financial and employee protection strategy is before a crisis exposes the gaps.
Book My 15-Minute ReviewFAQ
Straight answers.
No. The Benefits Optimization Review is an advisory process. It evaluates how your benefits and payroll are structured and may identify supplemental or voluntary programs where appropriate. It does not replace major medical coverage.
No. Existing broker and benefits relationships are welcome. GLP Legacy is designed to complement your current advisors.
No. Any figures shown are illustrative. Actual results depend on eligibility, payroll, plan design, participation, tax treatment, and implementation.
The initial conversation takes about 15 minutes. A fuller analysis follows once relevant workforce and payroll information is shared.
Organizations with roughly 20–25+ W-2 employees, commonly working 30+ hours per week are typically the strongest fit, but smaller and larger groups can still be reviewed.
Often, yes. The review looks at how potential strategies may fit alongside your existing plans rather than replacing them.
If there's a potential fit, you receive a clear proposal. You decide whether to move forward; there's no obligation.
No. GLP Legacy provides educational and advisory information. Final decisions should be made with qualified tax, legal, payroll, and plan-administration professionals.