V O L A™
The Carolinas Agency
 Talk to us: 336-221-7101
Carolinas small business healthcare audit

See what doing nothing
is actually costing your business.

A two-minute audit. Your numbers. No sales pitch. We'll show you what your current benefits gap is quietly costing you every year — and what it would take to redirect that into a plan your team would actually use.

Start My Audit
✓ Built for 5–50 employee businesses
✓ Carolinas-focused
✓ Takes under 2 minutes
The Audit

Four questions. Real numbers.

Every input stays private. No call until you ask for one.

Question 1 of 4

What industry are you in?

Pick the closest match. We use this to anchor your benchmarks.

Question 2 of 4

How many W-2 employees?

Full-time plus part-time. Estimate is fine.

15
EMPLOYEES
550
Question 3 of 4

What's your current benefits setup?

Be honest. Whatever the answer, this audit assumes it's an OK starting point.

Question 4 of 4

Roughly how many employees do you lose per year?

Include people who quit, get hired away, or you've had to let go.

2
EMPLOYEES / YEAR
015+
Your audit · prepared for your business

Here's what your current setup is costing you — every year.

$0
Estimated annual hidden cost of your current benefits gap
How it adds up
Turnover replacement cost $0
Vacancies you can't fill $0
Sick days from untreated issues $0
Missed Section 125 / FICA savings $0
Workers' comp claims that escalated $0
Estimated annual hidden cost $0
Doing Nothing
$0
Quietly bleeding off the bottom line every year — and getting worse, not better.
A VOLA DPC Plan
$0
Typical employer investment for a business your size — DPC + Rx + critical care included.
What this means

For most businesses your size, redirecting even part of that hidden cost into real benefits more than pays for itself in retention alone. The math isn't theoretical — it's mechanical.

Ready to talk now? Book a 20-minute walkthrough →
About the numbers

Replacement cost estimates by industry are drawn from SHRM (average cost-per-hire $4,683–$4,700; total replacement cost typically 50–200% of annual salary) and BLS Job Openings & Labor Turnover Survey (JOLTS) for industry-specific separation rates. Sick-day productivity loss is based on BLS Employer Costs for Employee Compensation. The 7.65% Section 125 / FICA savings figure is from IRS Publication 15. Benefits offering rates by firm size are from the KFF 2024 Employer Health Benefits Survey (53% of small firms with 3–199 workers offer health benefits; 98% of large firms). DPC cost-reduction figures cite the Premise Health 2024 advanced primary care study (n = 200,000+, actuarially validated). These are conservative estimates; your actual numbers are typically higher.

~20%
Average healthcare cost reduction
When employees use primary care instead of waiting for an ER visit, the math compounds in your favor.
Source: Premise Health 2024 study of 200,000+ members (validated by independent actuaries) — 30% lower total healthcare costs, 52% fewer hospital admissions, 17% fewer ER visits among advanced primary care users. DPC Coalition; Hint Health employer case studies.
83%
Cite benefits as a reason they stay
Workplace benefits are the second strongest retention factor after pay — and the most controllable lever for small business owners.
Source: MetLife U.S. Employee Benefit Trends Study; SHRM 2025 Employee Benefits Survey (n = 3,969 HR professionals).
3
Decisions, not thirty
Contribution, benefits, start date. We handle the rest — communication, enrollment, and ongoing service.
VOLA implementation framework.
"

We appreciate the opportunity to work with you and look forward to hearing from you soon.

Gregory Meyer · Managing Partner, VOLA Benefits