Real benefits for the crews you can't afford to lose.

Construction averaged 68.2% turnover in 2025, with skilled trades positions at 73.1%. Some of that is end-of-project layoff, but voluntary departures for a small raise remain a steady, costly drain. At $6,600 to $15,000 or more to replace a craft worker, the annual cost is severe, spread across recruiting, safety orientation, productivity ramp, schedule delay, and the premium labor used to hold the schedule while a seat is filled.

Roughly half of craft workers say they would switch jobs for a small pay increase, so the employer that adds real value keeps more of them. Financial pressure drives job-hopping in the trades, and a benefit that adds real take-home changes that math without raising base wage. Give this workforce real care they can use and a measurable increase in take-home pay, and more of them stay. There is a fuller retention playbook in the resources below.

Roughly half of craft workers say they would switch jobs for a small pay increase. A measurable take-home gain changes that math.

Financial pressure drives job-hopping in the trades. A benefit that adds real take-home addresses the leading reason workers move.

The stress and fatigue of demanding site work drive departures. See the retention playbook at /resources/retention.

Optiv Advantage uses a Section 125 structure, which means qualifying benefit premiums come out of pay before payroll tax is calculated. That lowers the wage base the company and the craft worker are both taxed on. Here is where the saving becomes concrete, and how it reaches your bank account. Each pay period, whoever runs payroll drops your payroll report into a calculation engine we provide. The engine returns an updated payroll with the benefits already calculated, and it flags new hires and terminations so people are added to or removed from the plan and enrollment outreach starts on its own. Because each craft worker's qualifying premium is now taken out before tax, the wage base is lower, so the FICA you deposit with that payroll is smaller. You keep the difference. It is not a rebate you wait for and not a check that arrives later. It is simply a smaller FICA deposit on the very next run, which means the cash stays in your account instead of leaving it. That drop-in step is what calculates your reduced FICA each cycle. It adds about five minutes and five clicks, and everything after the drop is handled for you. That is what we mean when we say we do the work. Coverage is provided by an A-rated, state-licensed insurance carrier. Implementation and the full mechanics are covered on the How It Works page.

The plan is built to be felt in the first paycheck and the first time a craft worker needs care. It pairs a measurable take-home increase with coverage this workforce rarely gets. Virtual Urgent Care connects the craft worker and family to a board-certified physician around the clock, usually in under 15 minutes, and Virtual Primary Care gives them a dedicated PCP, both with no copay and no deductible. Their Health Maintenance Benefit is included. Optiv Access pairs with the Advantage plan to bring entry-level virtual care to part-time and contingent craft workers, and its cost nets against the payroll-tax recovery rather than adding an expense.

A measurable increase in take-home pay, modeled to the craft worker's situation.

Virtual Urgent Care and Virtual Primary Care with no copay and no deductible, for the craft worker and their family.

Mental-health support through the EAP, which addresses the stress and fatigue of demanding site work.

Supplemental accident, critical illness, and cancer coverage for a workforce that rarely receives it.

Work Shield workplace-misconduct resolution as a bundled bonus, resolving issues about 80% faster than the national average.

The payroll-tax recovery scales with the number of enrolled craft workers, and the turnover savings scale with how many stay. Across a 50, 100, or 250-employee company, both move in the same direction and compound every year the plan is in place. Larger operations see larger recovery. The per-employee logic does not change.