HARDHAT
Your Crew Builds
Everything.
Who's Building
Their Benefits?
Health plans, retirement funds, and compliance frameworks engineered for crews who pour concrete at dawn — and can't afford a coverage gap.
Every problem your crew faces
already has a blueprint.
Scroll down — watch the risk cards flip to the solutions we've already engineered. Nothing left to chance.
Misclassified 1099 workers are a DOL audit waiting to happen.
Co-mingled W-2 and 1099 crews on the same job site create benefit eligibility landmines that surface at the worst time.
Worker classification audit + compliant benefit carve-outs.
We map every worker category to the correct benefit structure — eliminating DOL exposure before it becomes a six-figure penalty.
Multi-state crews mean multi-state compliance gaps.
A crew licensed in Ohio, working in Kentucky, insured in Indiana — three different state mandates, one benefits admin team.
Multi-state portability framework with unified admin.
Single enrollment platform that dynamically applies the correct state-level requirements as crews cross borders.
High turnover wipes out your group rate eligibility.
When average tenure drops below 12 months, carriers reprice or drop you. You end up paying individual rates for a 60-person crew.
Portable benefits that follow workers — not job sites.
MEP and MEWA structures that maintain group pricing regardless of individual tenure cycles.
Prevailing wage fringe requirements are miscalculated — every time.
Most GCs use the wrong base for fringe annualization. The Davis-Bacon math is wrong and the DOL knows it.
Prevailing wage fringe benefit strategy, calculated correctly.
We run the annualization, build the compliant bona fide benefit plan, and document it for any future wage determination review.
Apprenticeship program benefit requirements are unfunded.
JATC and non-union apprenticeship programs both carry mandatory benefit obligations. Most sponsors don't know what they owe.
Apprenticeship benefit funding tied to graduation milestones.
Tiered benefit schedules that align coverage with program phases — fully funded, fully documented.
No retirement plan means you lose your best foremen to union shops.
When the IBEW local down the street offers a pension and you don't, your most experienced people walk at 40.
Owner-carve-out 401(k) with foreman-retention design.
A retirement plan structured to reward tenure — with an owner carve-out that maximizes principal contributions separately.
Recognize more than two of these?
Let's run a benefits site review — no cost, no obligation.
Compliance Domains We Cover
General Contractors
50+ headcount
Multi-trade crews, subcontractor relationships, and group rate complexity. We build the benefits architecture so you can bid more competitively.
Union Shop Stewards
Prevailing wage & JATC
Navigating prevailing wage fringe requirements, apprenticeship obligations, and CBA benefit commitments. We speak your language.
Construction CFOs
Post-DOL audit recovery
You just got a DOL audit letter. We've resolved 97% of them without penalties. Let's talk before you respond.
Firms We've Worked With
Let's audit your
benefits exposure.
Tell us about your crew. We'll review your current benefits structure, flag compliance gaps, and deliver a written summary — at no cost. No pitch, no pressure.
The GC's Benefits Compliance Checklist
31 items. Every DOL audit trigger, ERISA filing deadline, and prevailing wage calculation requirement — in one printable PDF. Free.
- Fringe benefit annualization calculation
- ERISA plan document filing deadlines
- ACA applicable large employer (ALE) test
- Multi-state coverage reciprocity check
- + 27 more items
"Hardhat found three prevailing wage miscalculations in our Davis-Bacon submissions. Fixed before the DOL showed up."
Derek Callahan
CFO, Bluestone Civil Group
Dallas, TX · 180 field employees
"We were one audit away from a $400K penalty. Their team resolved the ERISA filing gaps in six weeks."
Sandra Kowalski
VP Operations, Apex Mechanical
Charlotte, NC · 230 field employees