The future of the SIMERP industry won’t be determined by who delivers the most impressive sales presentation. It will be shaped by the trust we earn, the value we deliver, and what happens long after an employer signs.

ERC and SIMERP are different arrangements. The lesson about understanding the rules, documenting the claims, and protecting the employer still deserves our attention.

The person who signs your proposal might not be the person whose life it changes most. Follow one imagined employer decision into the lives of the people who depend on it.

What the enacted laws require, what South Carolina’s September 2026 bulletin adds, and what professionals should verify before new program-specific outreach.

A provider needing time to answer is understandable. A provider expecting you to stop asking is a different problem. Here is the documentation and follow-through I would expect.

You brought the employer in. Can you help them leave? A closer look at SIMERP client relationships, changing agreements, commissions, and the terms worth reading before the next signature.

An ICHRA is employer-sponsored—but that does not automatically make it compatible with a SIMERP. Understand the same-class rule, integration requirements, exceptions, and questions to ask before enrollment.

A respectful companion review of The CPA Journal’s 2021 article, separating coverage from reimbursement and examining later IRS analysis and the 2026 state-law environment.

If you have been in this industry more than a year, you have heard someone say the IRS tried to kill wellness reimbursement plans in 2023 and failed. I want to walk through what actually happened, because the version most of us carry around is wrong, and the wrong version is now a liability in at least two states.

In 2026 two state legislatures stopped waiting. South Carolina and West Virginia passed laws that license the companies administering wellness reimbursement programs, and they wrote those laws with a very specific picture of what has been going wrong.