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

Caregiver turnover reached about 75% in 2024, down from a 2023 peak near 79% but still among the highest of any sector, and some agencies exceed 100%. For a 100-caregiver agency, that pace means replacing roughly 75 caregivers a year. At a replacement cost of $3,500 to $5,000 or more each, the annual drain runs well into six figures before a single client is served. The cost hides in plain sight because it is spread across recruiting, screening, onboarding, training, lost billable hours, and the productivity gap while a new hire ramps.

The caregivers a traditional benefit plan leaves out are the ones who leave. Fewer than one in five direct-care workers is offered employer-sponsored coverage, and financial pressure is consistently named as a leading driver of absenteeism and turnover. Nearly four in five caregivers who leave do so within their first hundred days. The pattern points to a clear answer: 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 for care employers in the resources below.

Fewer than 20% of direct-care workers are offered employer-sponsored coverage. The plan closes that gap directly.

Financial pressure ranks among the leading reasons caregivers leave. A measurable take-home increase speaks to it.

Nearly four in five departures happen within the first hundred days, where early support matters most. 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 agency and the caregiver 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 caregiver'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 caregiver needs care. It pairs a measurable take-home increase with coverage this workforce rarely gets. Virtual Urgent Care connects the caregiver 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 caregivers, and its cost nets against the payroll-tax recovery rather than adding an expense.

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

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

Mental-health support through the EAP, which addresses the burnout that drives caregivers out.

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 caregivers, and the turnover savings scale with how many stay. Across a 50, 100, or 250-employee agency, 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.