If your construction or skilled-trades company could potentially save approximately $639 per enrolled employee each year, would you spend 20 minutes determining whether it qualifies?
For an employer with 50 qualifying employees enrolled, that is an illustrative $31,950 annually. At 100 enrolled employees, it is approximately $63,900. The actual result depends on eligibility, participation and payroll facts, but the question is too valuable to ignore.
EHP reports that qualifying employers may reduce their FICA payroll-tax expense by approximately $639 per enrolled employee per year while giving employees access to additional preventive-care benefits.
The workforce pressure behind the numbers
Contractors and building-sector employers compete for people who can work safely, solve problems and deliver under pressure. Losing an experienced superintendent, foreman, technician or project administrator can affect productivity long before the cost appears clearly on a financial statement.
Competitive wages remain essential. But employees also evaluate whether a company supports their health, family and long-term security. Benefits that are difficult to access or understand do little to strengthen that employment offer.
The opportunity is to examine employee value and employer economics together.
What EHP adds
EHP combines a tax-advantaged employee-benefit structure with care access through Revive Health. Depending on the current program and eligibility, Revive services may include virtual primary care, 24/7 urgent care, mental-health support, prescription benefits and weight-health resources.
This is designed to complement an employer’s existing benefit program—not automatically replace its group health plan or its broker. The company’s current coverage, payroll setup and employee census must be reviewed before any recommendation is made.
A practical savings illustration
25 qualifying employees enrolled: approximately $15,975 annually
50 qualifying employees enrolled: approximately $31,950 annually
100 qualifying employees enrolled: approximately $63,900 annually
The word qualifying matters. EHP generally begins discovery with companies having at least 10 full-time W-2 employees. Employees must meet the program’s eligibility requirements, and the final number of participants can be lower than the company’s total headcount.
A responsible review uses actual payroll and census information. It does not multiply a marketing number by every name on the employee roster and call that guaranteed savings.
Implementation should not become another project
Construction leaders already have enough moving parts. A benefits opportunity loses its value if the owner, controller or payroll team must become the implementation department.
EHP describes its onboarding model as white-glove support. Its team helps explain the program, coordinate enrollment and guide payroll implementation. The employer still needs to review and approve the arrangement with the appropriate professional advisers, but it should not have to invent the process.
Questions for owners and controllers
How much have benefit costs increased during the last several renewals?
Are employees using the benefits the company already provides?
Does the current package help recruit and retain skilled people?
Could the program work alongside the existing broker and coverage?
How many employees are likely to qualify and voluntarily enroll?
What would the estimated annual FICA savings fund elsewhere in the business?
Do not dismiss it—and do not assume it
EHP will not fit every company. Savings should not be promised before the review, and the program does not replace legal, tax, payroll or benefits advice.
But if your company employs the people who build, install, maintain or service our communities, a 20-minute conversation may reveal whether better employee benefits and stronger company economics can coexist.
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