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Senior Care
Senior Care Pretax Benefits &
FICA Tax Savings
Senior Care
Pretax Benefits &
FICA Tax Savings
Reduce employer FICA payroll taxes across your care roster with a Section 125 election that funds a written §105 plan covering real medical care. Start mid-year, off your open enrollment cycle, while keeping existing health benefits fully intact.
3 Budget Leaks Squeezing Senior Care Margins 3 Leaks Squeezing Senior Care Margins
Built for multi-site Assisted Living, Skilled Nursing, Home Health Care, and Memory Care operators managing high caregiver turnover across hourly rosters. Built for multi-site Assisted Living, Skilled Nursing, Home Health Care, and Memory Care operators managing high caregiver turnover across hourly rosters.
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Mandatory 7.65% employer FICA on large hourly CNA and care rosters creates a persistent tax leak that directly erodes facility operating margins.
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Deductibles and copays on routine visits push hourly caregivers to put off care until a small problem needs urgent attention.
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Constantly recruiting or relying on agency staff burns capital, and raising base hourly wages increases your total payroll tax burden.
Verified in senior care
Illustrative: at about $50 per participant per month, 100 participating staff saves about $60,000 a year in employer FICA, after fees.
Care That's Included
$0-copay care for everyday needs, plus voluntary coverage staff can add.
Mental Health Suite
Behavioral Health · Psychiatry · Therapy On-Demand Counseling · Medication management · Primary care coordination
Rx Coverage
$0 copay on a broad list of generics · Covers 95% of top 200 maintenance medications · 70,000+ pharmacy locations
Health Advocacy
Bill Negotiation · Care Navigation · Physician Search · Coverage Review · Rx Assistance
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Dedicated physicians · At-home labs · Primary care · Integrated urgent care · Chronic condition management · Specialist coordination
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Behavioral Health · Psychiatry · Therapy On-Demand Counseling · Medication management · Primary care coordination
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$0 copay on a broad list of generics · Covers 95% of top 200 maintenance medications · 70,000+ pharmacy locations
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Bill Negotiation · Care Navigation · Physician Search · Coverage Review · Rx Assistance
Accident Expense
Covers ER visits, follow-ups, physical therapy, and more after an accident.
Critical Illness
A lump-sum paid to you if you are diagnosed with cancer, a heart attack, stroke, or other covered illness.
Short-Term Disability
Replaces lost income when you cannot work due to injury or illness.
Hospital Indemnity
Cash paid directly to you when you are admitted to a hospital.
Term Life Insurance
Coverage through age 70 for your beneficiaries. Funded through the plan's savings.
Whole Life Insurance
Permanent coverage that builds cash value and never expires.
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Covers ER visits, follow-ups, physical therapy, and more after an accident.
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A lump-sum paid to you if you are diagnosed with cancer, a heart attack, stroke, or other covered illness.
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Replaces lost income when you cannot work due to injury or illness.
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Cash paid directly to you when you are admitted to a hospital.
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Coverage through age 70 for your beneficiaries.
Funded through the plan's savings.
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Permanent coverage that builds cash value and never expires.
Compliance, Tax Mechanics & Execution
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To prevent tax ambiguity and satisfy ERISA governance requirements, Thrive Benefits Group supports the arrangement through three distinct plan documents.
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Cuts taxable wages subject to 7.65% employer FICA tax. Works with Paylocity, ADP, Paychex, Gusto, Paycor, QuickBooks, and most other major payroll systems. Codes for three line items (pretax deduction, reimbursement, admin fee) are set up at kickoff.
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Works alongside your current carrier and broker. No Broker-of-Record (BOR) change, so current plans and commissions stay intact.
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Delivers about $50 per participant per month in net employer FICA savings, after fees. Every participant's paycheck is modeled before enrollment and verified in a mock payroll, so net pay is designed to hold steady or rise.
Senior care reading
Further reading from the Senior Care category on the Thrive blog.
Senior Care
Where Employee Tax Savings Go: Senior Care SIMRP Analysis
Analysis of employee tax savings allocations from employer sponsored SIMRP programs across skilled nursing groups.
Read article →
Senior Care
Overcoming “Too Good to Be True” on the Nursing Floor
A skilled nursing staff thought a $0-copay pretax layer was too good to be true. Here’s how peer proof drove enrollment, and $63k in annual employer FICA savings.
Read article →Senior Care FAQs
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Eligibility follows your company's benefits-eligibility rules, often W-2 employees working 30+ hours a week. PRN and part-time staff usually aren't benefits-eligible, so we model only the share of your roster that is. Participants need qualifying major medical, but it doesn't have to be your plan: coverage through a spouse, a parent, the marketplace, TRICARE, or Medicare counts.
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No. Agency staff are paid by the agency, and 1099 contractors aren't on your W-2 payroll. Only your own W-2 employees can participate.
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Yes. The plan doesn't have to wait for your medical plan's open enrollment. A new group typically goes live about 4 weeks from first call, with its own initial enrollment.
Get a facility-level savings model before renewal
Headcount, FT/PT/PRN mix, and current medical are enough to model employer FICA impact.