Give Your Caregivers a Benefit They'll Actually Use, and Another Reason to Stay
Give caregivers $0 virtual healthcare, free generic medications and valuable everyday health benefits, while most see the same or slightly higher take-home pay and your cost doesn't increase.
You Already Know The Turnover Problem
What you probably have not seen is the bill. Turnover has no line on a profit and loss statement, so it gets paid without ever getting counted.
What it costs to replace one caregiver. Advertising, screening, paid orientation, overtime covering the gap, and the client who met four different faces in six weeks.
What turnover can cost a 40‑caregiver agency in a year, when roughly 30 caregivers leave and have to be replaced.
What a $2.00-an-hour raise would cost that same 40-caregiver agency, the raise many owners price out once and decide they can't afford.
You Are Already Spending It
Turnover already costs you about the same as the raise you turned down. The raise is easy to say no to, because it shows up as one number on a budget.
Turnover never shows up that way. It comes out in job ads, orientation hours, overtime, and shifts nobody covers, so it never gets added up. You are paying either way. The only question is what you get for it.
Replacement cost estimated at 16% of annual salary for roles under $30,000, per Center for American Progress research, applied to the federal median caregiver wage. Turnover rate from the 2025 Activated Insights benchmarking report. Estimates, not a quote for your agency.
But Here's The Shift
Your caregivers already have payroll taxes coming out of every check. This program uses the tax savings created through a Section 125 plan to help fund real health benefits instead.
They don't lose take-home pay. You don't add a cost. And you keep your current plan and your broker.
The result: something real to offer when a caregiver is deciding whether to stay, funded by money that was already going out the door.
A Smarter Benefits Strategy at Zero Net Cost
A benefits solution that's compliance-backed and easy for caregivers to actually use:
- ✓No changes to your existing group health insurance plan
- ✓$0 net cost to employer or employee
- ✓Payroll tax savings for employers, about $918 per enrolled employee per year
- ✓Higher take-home pay for caregivers
- ✓Fully compliant (IRS Sections 105, 106, 125, 213(d), ACA, HIPAA, ERISA-reviewed)
Benefits For Caregivers And Their Families
Caregivers get health benefits they can actually use, along with the potential for slightly higher take-home pay. You get a stronger benefits package without adding to your costs.
Why Home Care Owners Choose This
Save on payroll costs. Give caregivers more reasons to stay.
Legal Foundation
Structured under IRC Sections 105, 106, 125, and 213(d).
Proven Compliance
Reviewed by top ERISA law and accounting firms.
Top Security
Fully ISO ISMS 27001 & HIPAA compliant.
Built For Part-Time
Works for the mixed full-time and part-time rosters home care actually runs on.
Traditional Insurance Leaves Gaps
High costs and complexity can keep caregivers from getting the care they need, while employers may be paying for benefits employees struggle to use.
1 In 3 Employees
skip care because of out-of-pocket costs.
Your Office Gets Buried
in paperwork and benefits administration.
Benefits Can Affect Retention
when caregivers compare what different agencies offer.
Need full medical coverage too, including hospital stays? Ask us about the Unify Premium Plan.
How It Works
Simple for you, valuable for your caregivers. Start to finish in under 6 weeks.
For Caregivers & Their Families
Everyday healthcare caregivers and their families can actually use.
24/7 $0 copay Virtual Primary & Urgent Care
Unlimited, free 24/7 Virtual Counseling
$0 generic medications at pharmacies nationwide
Nationwide dental discounts at 263,000+ clinics
Discounted labs, imaging, and procedures
Discounted vision care with glasses and contacts
Wellness coaching, nutrition & stress management support
For Agency Owners
A stronger recruiting and retention tool, at zero net cost.
No disruption: existing benefits remain unchanged
Stand out when hiring: offer a benefit many competing agencies don't
Hands-off: we handle compliance, enrollment, and communication
24/7 Concierge: help is just a call away
Keep your broker: no awkward changes, no broken relationships
Anytime start: no waiting for open enrollment windows
ACA support: MEC plan included to help meet ACA requirements
What Is Turnover Costing You?
Move the sliders to match your agency. See what you're currently paying in employer payroll taxes, what turnover may be costing you, and what a Section 125 wellness plan could potentially save.
Free to use, no signup needed. This is an estimate based on industry averages. To see your actual numbers, we run an analysis using your payroll reports.
Want your actual numbers instead of an estimate? Tell us where to send them and we'll show you what this could look like for your agency.
Directional estimate only. Turnover uses a 75.5% industry rate and a replacement cost of 16% of annual wages. Redirect range assumes 70% of caregivers participate at $300 to $918 each per year. Not every caregiver qualifies. Not a quote.
Got it.
Your estimate is on its way by email. Want to see your actual numbers? Pick whichever option is easier.
Or do neither. We'll follow up with you.
What Employers Are Saying
The same program is used by employers across home care, healthcare, and other industries. Here's what business owners and leaders have said about their experience.
Gigi Garza
Owner
Exceptional support and savings
...questions and concerns with exceptional support. I am immensely satisfied with [UnifyWell's] services—they have enabled our organization to save hundreds of thousands of dollars annually while providing valuable benefits to our employees....
Garza Management Company, Houston, TX
Ariel Joudai
CFO, CPA
Significant savings, compliance
...organization, presenting substantial benefits, including significant savings and workers' compensation and telehealth benefits... have positioned us ahead of competitors in the market....
Ariel Joudai, CPA
Brandon Zora
Owner/CEO
Premier provider, proven results
...can confidently assert that [UnifyWell] stands as a premier provider in this domain. Consequently, we are now realizing annual savings exceeding $40,000. Furthermore, the program has been exceedingly well-received by my employees....
Black Tiger Medical Transportation
Joe Taormina
President
Legally sound, financially rewarding
...The [UnifyWell] Plan is exceptional in its legal compliance and employer protection, and it has allowed me to save hundreds of thousands of dollars annually in FICA taxes and workers' compensation premiums. Additionally, it provides my employees access...
Maaco Collision Repair
Ronald Moore
Owner/CEO
Outstanding results, strong support
...The benefits program has been a game changer for our business. Our employees love the added perks and we have seen significant tax savings since implementing the plan. Highly recommend to any business owner looking to maximize their benefits....
Ronald Moore, CEO
Frequently Asked Questions
Straight answers to the questions home care owners ask most.
Does this replace our group insurance or broker?
No. The Unify Wellness Plan supplements your existing group insurance. You keep your broker, your policies, and your current setup. We simply add tax-saving benefits on top, with no disruption.
How much can employers really save?
About $918 per enrolled employee, per year. Your actual savings depend on wages, headcount, and filing statuses, which is why we run the analysis using your actual payroll. The analysis is free.
Does this work with part-time caregivers?
Yes, and it's one of the main reasons home care agencies use it. Qualification depends on wages, filing status, and pay schedule rather than full-time status. Not every employee will qualify, and the analysis shows you exactly who does.
What do caregivers get out of it?
$0 virtual primary care, urgent care, and behavioral health. $0 generic medications nationwide. Real discounts on dental, vision, labs and imaging. It covers their families too. And most see the same or slightly higher take-home pay.
Is participation mandatory for employees?
Not at all. Every employee can opt out, 30 days before the plan start date or 30 days after. Employees can review the benefits and decide whether participation makes sense for them.
What do you need from us to run the analysis?
Your last two payroll reports. Before you send them, remove employee names, Social Security numbers, home addresses, and any health information. All we need is gross wages for each employee.
How long does it take to get started?
Under 6 weeks from start to finish, and very little of that is on your end. UnifyWell handles roughly 95% of the work, including enrollment and employee communication.
Is this compliant with IRS regulations?
The plan is structured under established IRS provisions (Sections 105, 106, 125 and 213(d)) and has been reviewed by ERISA law and accounting firms. It's HIPAA and ISO 27001 compliant, and full documentation comes with it. Many owners have their own CPA review it first, and we encourage that.
The Founding Agency Program
The first 25 home care agencies to come on board can choose a Founding Agency reward in addition to the benefits of the program.
Resort weekend for two
Resort weekend for two
5-day adventure cruise
First come, first served. There's no expiration date, but the program is limited to 25 agencies. Getting your analysis run is what puts you in line for a spot.
Free, no obligation. Takes about a minute.
Find Out What It's Worth To Your Agency
Tell us about your team and you'll have a full analysis back in a day or two. Your actual numbers, not an estimate. Free, with no obligation.