The Home Healthcare Retention CrisisCareM
Caregivers deliver compassionate care under relentless physical and emotional pressure. Yet with turnover surpassing 70-80%, shortages grow, costs climb, and patient relationships suffer.
we seek to bring out the courage in others.
Bringing Out the Courage in Those Who Care for Others
CareM exists to bring courage to their caregivers, and through them, to every patient in their care. But sustaining that courage requires stability: a team that stays, a culture that supports, and a business that thrives.
In an industry where turnover tops 70%, that stability doesn't come easy. And when margins are already thin, every financial pressure point threatens the care they're built to deliver.
Three Pressures Threatening the BusinessThree Threatening Pressures
70%+ Industry TurnoverIndustry Turnover
With turnover above 70%, patient care suffered and teams constantly worked to replace caregivers who left, before they ever fully learned the role.
Constant Recruiting CyclesConstant Recruiting
Managers stayed stuck in nonstop hiring, filling open shifts instead of building a stable, dependable team, or improving patient care quality.
Thinning Operating MarginsThinning Margins
Rising labor costs, declining Medicare reimbursements, and high administrative burden left little room to invest in the people delivering care every day.
Respond, Not React
CareM didn't throw more budget at turnover. Caregivers opted into a pretax wellness plan through existing payroll. Take-home pay held. Every participant reduced employer FICA.
Those savings funded life, accident, and short-term disability. Same payroll. Lower tax bill. Cash flow from month one. No new budget required.
When You Stabilize Your Workforce, You Stabilize Your Margin
CareM chose to protect their team, and in doing so, improved cash flow, strengthened retention, and enhanced benefit access across the board.
The caregivers who deliver every hour of that care now go to work knowing they're covered. That confidence changes things: how long people stay, how deeply they invest, how much patients feel the difference.
What would it mean for your organization to do the same? The opportunity may already be inside your payroll.
See What's Possible for You
Frequently Asked Questions
The questions healthcare organizations always ask, answered straight.
No, it actually increases net take-home pay. Because the program reduces taxable wages, employees keep more of what they earn. Benefits go up, deductions go down.
Yes. This is a fully IRS-compliant tax-qualified benefit program. It uses established Section 125 rules and has been used by thousands of employers nationwide without issue.
It integrates cleanly into your existing payroll process. It doesn't replace your current benefits — it layers on top of them, enhancing what employees already receive.
For a healthcare organization like CareM with 117 employees, the program generated $5,917/month in employer FICA savings and $21,607/month in caregiver benefit assistance, from day one, with no new costs.
When You Stabilize Your Workforce, You Stabilize Your Margin
CareM chose to protect their team, and in doing so, improved cash flow, strengthened retention, and enhanced benefit access. The opportunity may already be inside your payroll.