Why this fits
- Field crews are W-2 and full-time, and tend to be the primary insured for their families - the family-rider benefit lands hard.
- Trades businesses run on labor margin; FICA savings drop directly to profit without affecting bid pricing.
- Mental health and urgent care utilization in field workforces is consistently underserved by traditional plans.
A real example
A 64-employee multi-location HVAC business added the program in mid-2024. Year-one employer FICA savings net of admin fees: ~$25,000. The owner's reported #1 benefit was zero crew turnover in the program's first 9 months - a first for the company.
Numbers are illustrative and anonymized. Actual results vary based on payroll, state, participation, and industry-specific factors. We do not share named client information without explicit, written consent.
The math for a typical operation
A 50-person trades business with average $5,200/mo pay typically nets $20,000–$27,000 in annual employer FICA savings after admin fees. The retention impact is often larger than the dollar savings.
Common objections, answered honestly
EHP/Revive handles enrollment directly with a short live or recorded walkthrough - owners don't run the onboarding. Engagement on the trades side is typically driven by the family-rider benefit being explained to spouses, not just employees.
Only the W-2 office and direct-hire crew employees on your group health plan are eligible. 1099 subs are excluded. We run your numbers against the eligible W-2 head count, not your total roster.
How this integrates with what you already have
- Standard contractor group health plans
- Field-service management and payroll providers
- Existing apprentice and training programs
Most relevant benefits for this industry
Most benefits programs charge a per-dependent premium. This one extends every benefit - primary care, urgent care, mental health, prescriptions, weight health - to a spouse and up to five dependents at no additional cost.
When something happens at 11 PM on a Saturday, the choice should not be "$300 ER copay or wait until Monday." 24/7 urgent care with board-certified physicians is included for every employee and family member.
Talk therapy, psychiatric consultation, and crisis support - available to every W-2 employee and every family member on the plan, with no copay and no deductible.
Most common generic prescriptions filled at $0 to the employee, with deep discounts on brand-name and specialty drugs. Technically a discount plan - the discount just happens to be 100% on most generics.