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

The American Staffing Association reported a 376% industry turnover rate for 2025, down from 416% in 2024. The figure reflects short assignment cycles rather than involuntary separation, but each cycle must be filled again. At an average cost per hire of $4,683, with unfilled positions carrying about $98 per day and average assignment tenure near ten weeks, the sourcing engine never stops running, and the cost compounds every cycle.

Most temporary and contract workers are not offered employer-sponsored coverage, so a benefit that travels with the worker is rare and noticed. Financial pressure drives early assignment abandonment, and a measurable take-home increase gives a worker a reason to redeploy with the same firm. Give placed workers real care they can use and a measurable increase in take-home pay, and more of them come back to you. There is a fuller retention playbook in the resources below.

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 firm and the placed employee 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 placed employee'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 placed employee needs care. It pairs a measurable take-home increase with coverage this workforce rarely gets. Virtual Urgent Care connects the placed employee 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 placed employees, and its cost nets against the payroll-tax recovery rather than adding an expense.

The payroll-tax recovery scales with the number of enrolled placed employees, and the turnover savings scale with how many stay. Across a 50, 100, or 250-employee firm, 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.

The Optiv Group helps employers evaluate tax-advantaged benefits strategies, payroll-linked savings opportunities, and modern coverage paths with compliance-aware plan design.

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