Clinics, urgent cares, home health agencies, and healthcare groups have specialized deductions and retirement planning opportunities.
These are the opportunities we find in nearly every healthcare engagement — money left on the table by traditional CPAs.
High-income providers paying effective rates above 40% without retirement plan optimization
Missing cost segregation on clinical build-outs and specialized medical infrastructure
Not separating clinical operations from real estate and ancillary services
Failing to leverage group purchasing and shared services deductions across locations
Underutilizing Section 179 on diagnostic equipment, imaging, and patient care technology
These are the strategies we evaluate and deploy for every healthcare client — tailored to your specific numbers.
Defined benefit and cash balance plans — shelter $275K–$350K+ annually for high-income providers
Cost segregation on clinical facilities — medical gas, specialized HVAC, imaging room shielding, and patient care infrastructure
Section 179 on medical equipment, EHR systems, and diagnostic technology
Entity structuring: separate clinical operations, real estate, and management/billing company
Hiring credits (WOTC) for healthcare workers from qualifying demographic categories
How we turned a $217K tax bill into over $1M in cumulative savings.
Defined benefit plans and cash balance plans are the most powerful tools for high-income healthcare providers. Combined with a 401(k), you can shelter $350K+ annually in tax-deductible contributions. These plans are particularly effective for providers over 40 with stable high income.
Yes. Clinical facilities have significant specialized components — medical gas systems, lead shielding for imaging, specialized HVAC for infection control, heavy-duty electrical for diagnostic equipment, and ADA-compliant infrastructure. These can be reclassified from 39-year to 5/7/15-year property.
For most multi-provider or multi-location groups, yes. A common structure includes separate entities for clinical operations, real estate, management/billing, and ancillary services. This provides liability isolation, cleaner financials, and tax optimization across entities.
Yes. Healthcare businesses with high hiring volume — particularly home health agencies, nursing facilities, and large clinics — often find that new hires qualify for WOTC based on veteran status, SNAP benefits, or other qualifying categories. Credits range from $2,400–$9,600 per qualifying hire.
Section 179 allows you to deduct the full cost of qualifying equipment in the year of purchase, up to $1.16M. For a clinic purchasing $300K in diagnostic equipment, that's a $300K deduction generating $90K–$120K in immediate tax savings versus depreciating over 5-7 years.
Book a free review and we'll identify the healthcare-specific opportunities hiding in your numbers.
Tell us about your business and we'll identify every savings opportunity available to you.