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UPDATED FOR 2026 · 17 STATES · STATUTE-VERIFIED

Retirement mandates for healthcare employers, handled.

Home care, senior living, staffing agencies, multi-site groups — clinical and admin W-2 staff all count. We own this deadline.

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Verified to state statutes 17 states covered No obligation

Home-care aide and senior client talking in a bright living room

Compliant & covered17 states · 2026

Example exposure · VA · 21 staff

$4,200/yrCovered*

Do nothing → penalty · your plan → covered*

// why healthcare employers get caught out

Where the mandate bites businesses like yours.

Counts across every site

Aides, nurses, techs, schedulers, and office staff count — aggregated across all your locations under one EIN.

Caregiver retention pays

Turnover among aides and techs is brutal — a real retirement benefit is a proven stay factor.

We carry this deadline

Licensing, HIPAA, payer audits — your plate is full. State registration becomes our job, entity by entity.

Beyond the state IRA

Employer match and far higher limits than the state IRA — real tools for staffing-heavy payrolls.

// 60-second check

What does your state actually require?

Pick your state and headcount for your real exposure — data verified against each state's own statute.

Your state

Number of employees

Informational only, not legal or tax advice.

Annual exposure · Virginia

$4,200

RetirePath Virginia · applies at 5+ employees

Get your full breakdown + a private-plan savings estimate:

// state plan vs your own

You can comply two ways. Only one builds anything.

The state auto-IRA

Compliance, nothing else

No employer match allowed
Low Roth-IRA contribution limits
One-size-fits-all investments
No tax credits for your business

RECOMMENDED

Your own 401(k)

Compliant — and working for you

Match if and when you want
Far higher contribution limits
SECURE 2.0 credits offset setup
A real recruiting & retention perk

// the part nobody tells you

Credits can offset much of the startup cost for eligible employers.

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 for

$5,000/yr

Startup credit toward administration costs, up to three years.

$1,000/emp

Toward employer contributions for smaller employers, phasing down as you grow.

Low net cost

Credits can offset much of the startup cost for eligible employers. We model your real net.

// healthcare employers faq

Asked by owners like you.

We're a home-care agency with aides across the state. Do they all count?

Aides 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.

We already offer a retirement plan. Are we done?

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.

How is this page different from your medical-practices page?

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.

Find out where your healthcare employers business stands.

Book a free 15-minute compliance audit. We'll show your exact requirement, your real exposure, and whether your own plan saves you money.

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