Section 105 Medical Reimbursement Plan for Therapy Practices in Davie, FL

Davie is a suburban town in Broward County that hosts Nova Southeastern University's College of Psychology—one of Florida's largest training programs for licensed mental health counselors and clinical psychologists. This creates a notable concentration of pre-licensed and recently licensed therapists in the area, while the fully licensed and experienced therapist market remains competitive. For therapy practice owners in Davie, the decision to offer health benefits is increasingly inseparable from the ability to recruit and retain licensed clinical staff. Nova Southeastern University's College of Psychology in Davie trains a significant portion of South Florida's future LMHCs and psychologists. However, fully licensed experienced therapists remain competitive with Fort Lauderdale and Miami institutional employers.

A Section 105 medical reimbursement plan provides a tax-efficient mechanism for practice owners to offer health benefits without the fixed costs of a traditional group insurance policy. Under IRC Section 105, the practice reimburses W-2 employees for qualified medical expenses—including individual health insurance premiums—and deducts those reimbursements as a business expense. Employees exclude the reimbursements from federal taxable income and from FICA (Social Security and Medicare) taxes. Because Florida has no state income tax, the federal exclusion is the complete picture of the tax benefit.

Why Davie's Therapy Market Creates Specific Benefit Pressures

Davie's proximity to Nova Southeastern University creates a pipeline of emerging licensed therapists, but private practices that want to retain experienced clinicians must offer benefits comparable to institutional employers. For a small practice owner, this means the recruiting environment demands a benefits strategy. A Section 105 plan does not require meeting minimum enrollment thresholds or paying fixed monthly premiums to an insurer—the practice simply reimburses employees up to a set amount for their documented health expenses.

Florida overall faces a shortage of more than 3,500 licensed clinical social workers and more than 1,000 licensed mental health counselors, according to the Florida Mental Health Institute at USF. Broward County behavioral health access challenges extend to Davie, which despite its training institution presence still has gaps in experienced licensed provider capacity.

Core Section 105 Plan Requirements for Davie Practices

A Section 105 plan that fails IRS requirements is treated as taxable compensation—eliminating the benefit and creating payroll tax liability. Four requirements must be met:

• Written plan document: The plan must exist in writing before any reimbursements are made. It must specify the plan year, eligible employee classes, covered expense categories, maximum reimbursement amounts, and claims procedures.
• Nondiscrimination under IRC 105(h): The plan cannot disproportionately favor highly compensated employees in eligibility or benefits. For a Davie therapy practice, this means the owner's reimbursement limit must be set fairly relative to line-level clinical staff.
• W-2 employment requirement: Only W-2 employees qualify. Independent contractor therapists cannot participate in a Section 105 plan.
• Substantiation: Each reimbursement requires documentation—an explanation of benefits (EOB), insurance premium statement, or medical receipt. Employees must submit this documentation to receive reimbursement.

Section 105 vs. QSEHRA: The Davie Practice Choice

Both Section 105 plans and Qualified Small Employer HRAs (QSEHRAs) allow tax-free reimbursement of individual insurance premiums. The QSEHRA caps annual reimbursements at $6,350 per individual and $12,800 per family (2025 IRS limits) and is available only to practices with fewer than 50 FTEs that offer no group plan. The Section 105 plan has no statutory dollar cap but requires annual nondiscrimination testing under IRC 105(h).

For a Davie practice with 3–8 W-2 employees and relatively even compensation across the clinical team, a Section 105 plan often provides more flexibility. For a practice where the owner earns significantly more than staff, a QSEHRA's fixed limits may simplify compliance by removing the nondiscrimination variable.

Setting Up a Section 105 Plan: Steps for Davie Practices

1. Audit employment classifications. Identify all W-2 employees. Document contractor therapist relationships separately. This classification determines who can participate in the plan.
2. Draft and formally adopt the plan document. Specify the plan year (typically calendar year), waiting period for new employees, covered expense categories, reimbursement limits, and claims procedures. This document must exist before any reimbursements are made.
3. Design reimbursement limits to pass 105(h). A uniform flat dollar amount available to all eligible employees is the simplest approach. Graduated amounts tied to tenure or hours are acceptable if they pass the nondiscrimination test.
4. Establish the claims workflow. Employees submit monthly documentation. Approved reimbursements are processed through payroll and excluded from W-2 Box 1 wages. The practice records reimbursements as a health benefit expense.
5. Pair with ACA marketplace coverage. Broward County employees have access to ACA marketplace plans through HealthCare.gov. Their premiums can be reimbursed under the Section 105 plan, subject to coordination with any premium tax credit they receive.

Florida-Specific Rules for Davie Therapy Practices

No state income tax: Florida has no personal income tax, so Section 105 reimbursements are excluded only from federal income tax and FICA. The practice deducts reimbursements as a federal business expense. There is no state income tax benefit in Florida—the federal savings is the entire advantage.

Florida therapy licensing structure: Florida LMHCs, LCSWs, and MFTs operate under distinct licensing pathways regulated by the Florida Department of Health. Regardless of license type, Section 105 eligibility turns on the W-2 employment relationship—not the specific license category held by the therapist. Therapists who hold W-2 positions at your practice while also doing contract work elsewhere qualify based on their W-2 status with your practice.

ERISA considerations: A Davie practice with two or more W-2 employees likely has an ERISA welfare benefit plan. A Summary Plan Description (SPD) must be distributed to all participants. Practices with 100 or more plan participants must also file Form 5500 annually. Many small practices overlook ERISA documentation requirements.

Common Mistakes Davie Therapy Practice Owners Make

• Reimbursing before the written plan document is adopted. Any reimbursement made before the plan is formally signed and adopted is treated as taxable compensation. The plan must be established first.
• Setting discriminatory reimbursement limits. A plan that allows the owner to claim $500/month but limits staff to $100/month will likely fail the 105(h) nondiscrimination test, disallowing the exclusion for highly compensated employees.
• Including 1099 contractor therapists in the plan. Independent contractors cannot participate. Including them creates both tax compliance risk and potential worker misclassification liability.
• Skipping the ERISA Summary Plan Description. ERISA requires the SPD to be provided to all participants within 90 days of eligibility. Failure to distribute it can result in penalties even if the plan is otherwise compliant.

Frequently Asked Questions