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

Large truckload carrier turnover has run between 90 and 95% for much of the past decade, smaller carriers near 70%, and warehouse turnover averages about 36% with some last-mile networks near 80%. For a 100-driver fleet, that pace means replacing most of the seats each year. At $8,000 to $12,000 or more per driver, dominated by lost revenue miles, the annual drain is severe, spread across recruiting, CDL verification, orientation, and the idle capacity while a seat is filled.

Drivers and warehouse workers move between carriers for small pay differences, so the employer that adds real value keeps more of them. Financial stress is a documented driver of early departure, and a benefit that adds real take-home speaks to it directly. 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.

Drivers move between carriers for small pay differences. A benefit that adds real take-home gives them a reason to stay.

Financial stress is a documented driver of early departure. A measurable take-home increase addresses it directly.

Isolation and fatigue drive turnover in long-haul work. 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 fleet and the driver 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 driver'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 driver needs care. It pairs a measurable take-home increase with coverage this workforce rarely gets. Virtual Urgent Care connects the driver 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 drivers, and its cost nets against the payroll-tax recovery rather than adding an expense.

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

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

Mental-health support through the EAP, which addresses the isolation and fatigue that drive turnover in long-haul 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 drivers, and the turnover savings scale with how many stay. Across a 50, 100, or 250-employee fleet, 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.