My initial thoughts are that, if you reimburse all employees for this sort of thing on an accountable basis, and you do not discriminate, you would be operating in accordance with the rules for a Section 125 cafeteria plan. The employees could receive the benefit of having their fees payed for or treated as cash compensation.
See IRC Sec. 125 here:
§ 125. Cafeteria plans
How Current is This?
(a) General rule Except as provided in subsection (b), no amount shall be included in the gross income of a participant in a cafeteria plan solely because, under the plan, the participant may choose among the benefits of the plan.
(b) Exception for highly compensated participants and key employees
(1) Highly compensated participants In the case of a highly compensated participant, subsection (a) shall not apply to any benefit attributable to a plan year for which the plan discriminates in favor of-
(d) Cafeteria plan defined
For purposes of this section-
(1) In general The term "cafeteria plan" means a written plan under which-
(A) all participants are employees, and
(B) the participants may choose among 2 or more benefits consisting of cash and qualified benefits.
(f) Qualified benefits defined For purposes of this section, the term "qualified benefit" means any benefit which, with the application of subsection (a), is not includible in the gross income of the employee by reason of an express provision of this chapter (other than section 106 (b), 117, 127, or 132). Such term includes any group term life insurance which is includible in gross income only because it exceeds the dollar limitation of section 79 and such term includes any other benefit permitted under regulations. Such term shall not include any product which is advertised, marketed, or offered as long-term care insurance.