Home care, senior living, staffing agencies, multi-site groups — clinical and admin W-2 staff all count. We own this deadline.
Aides, nurses, techs, schedulers, and office staff count — aggregated across all your locations under one EIN.
Turnover among aides and techs is brutal — a real retirement benefit is a proven stay factor.
Licensing, HIPAA, payer audits — your plate is full. State registration becomes our job, entity by entity.
Employer match and far higher limits than the state IRA — real tools for staffing-heavy payrolls.
Pick your state and headcount for your real exposure — data verified against each state's own statute.
Informational only — not legal or tax advice.
Get your full breakdown + a private-plan savings estimate:
Under SECURE 2.0, small employers starting a plan can claim credits toward setup and contributions. The amount depends on your size and phases out over the first years — we model your real number, not a headline.
See what you'd qualify forAides on your W-2 payroll count regardless of where they work. Registry/1099 models differ — and misclassification is its own exposure — so we review how your caregivers are engaged.
Probably exempt — but most states still require you to formally certify the exemption, and multi-entity groups must certify per EIN. Many healthcare employers with plans have never filed; we check and fix that.
This page is for staffing-heavy healthcare employers — home care, senior living, agencies, multi-site groups. Small clinical practices (physicians, therapy, specialty clinics) are covered on our medical page.
Book a free 15-minute compliance audit. We'll show your exact requirement, your real exposure, and whether your own plan saves you money.
Grab the free 2026 cheat-sheet: every state's threshold, deadline, and penalty on one page.