WageTime is payroll for independently owned Comfort Keepers offices. Since the 2023 sale the network has been going fully franchised, and the local office is the employer, setting its own wage and benefit programs and signing every W-2: WageTime runs exactly that side.
For independently owned and operated Comfort Keepers® franchised offices. WageTime is not affiliated with, endorsed by, or sponsored by CK Franchising, Inc. or The Halifax Group. All trademarks belong to their respective owners. This page is for franchise owners and their payroll, not a caregiver wage lookup.
A network that sold its corporate offices to the people who ran them created hundreds of new employers almost overnight. Each one inherited a roster, a rate sheet, and a Friday.
When The Halifax Group bought Comfort Keepers from Sodexo in October 2023, the US network held 535 franchised and 105 company-owned territories. The corporate ones have since been almost entirely refranchised, largely to existing franchisees and to employees who bought the office they managed. Every one of those deals moved a caregiver roster onto a new EIN, and the first Friday under new ownership had no dress rehearsal.
Applicants are told they are not applying to CK Franchising, Inc.: franchisees are independent employers who set their own wage and benefit programs. That autonomy is real, and so is its bill. Nobody hands you a rate card, a differential policy, or an overtime method. The wage program you set is the wage program you have to compute, correctly, every week.
The brand standardized offices on one scheduling platform a decade ago, and the network is now migrating to a new one, office by office. Every migration rebuilds visit records, rate tables, and exports while the caregivers still expect Friday to happen. If payroll only understands one export format, the migration becomes its problem too.
Comfort Keepers’ training partner reported 48,800+ caregivers and administrators trained and 304,812 online training hours logged across the network, with state-required classes assigned automatically. Those hours happen at home, on phones, in fifteen-minute lessons. When the office requires them, they are generally payable time, and payable time at a second rate changes the week’s overtime math.
Published breakdowns of the brand’s franchise documents describe a 5 percent royalty, a brand fund of 2 percent capped at a CPI-adjusted monthly dollar amount, and local advertising of at least $1,000 a month or 2 percent. All of it keys off gross revenue. The fees read your top line; caregiver labor is the line you actually steer.
The roster changes employers and payroll starts over under a new EIN: the selling entity closes out with final checks and year-end forms, the new franchise company onboards the same caregivers fresh, and WageTime turns that week into a batch job.
| Step | Count | Status |
|---|---|---|
| Onboarding invites sentOffice admin | 41 | Done |
| Self-onboarding completeCaregivers | 38 | On track |
| I-9 Section 2 reviewOffice admin | 3 | Due Thu |
| E-Verify cases openedAutomatic | 38 | Tracking |
| First payroll scheduledFri Nov 7 | 41 | Ready |
Replaces the folding table covered in paper packets on handover weekend.
Through an import that does not care which platform wins: WageTime imports clock and visit hours with no double entry, on the system you run today and again when the migration lands (exact flow confirmed on the demo). Your wage program lives in payroll, untouched.
| Source | Hours | Status |
|---|---|---|
| Scheduling export · Mon-Wed214 visits | 861.5 | Approved |
| Scheduling export · Thu-Sun188 visits | 742.0 | Approved |
| Mobile clock · off-platform12 visits | 39.5 | GPS-stamped |
| Missed clock-out1 visit | 4.0 (est.) | Held |
| Outside geofence1 visit | 3.0 | Held |
Replaces the export nobody trusted the week the new platform went live.
When the office assigns the course, the hours are generally payable work time; your employment counsel makes the per-course call, and WageTime handles the mechanics either way: a training pay code at a training rate, inside the week’s weighted-average overtime.
| Caregiver | Paid hours | Effect |
|---|---|---|
| Odessa F.Dementia basics course | 2.5 | OT math this week |
| Kenji M.State-required annual class | 1.0 | Complete |
| Berta L.Certification exam passed | - | $16.50 to $17.25 |
| Silas P.CPR renewal | - | 60-day alert sent |
| Tanya R.New-hire curriculum | 6.0 | Week 1 of 2 |
Replaces the stipend that hid training hours from the overtime calculation.
WageTime is the one flat line under the stack of percentages: $50 a month per company plus $10 per person paid that month, unlimited runs included, and nothing in the price reads your revenue. Caregiver labor stays visible and cheap to run.
Replaces the payroll invoice that changed shape every month.
Full-service payroll is $10 a month per person paid that month, plus $50 a month per company, with unlimited runs. No long-term contracts, no per-run charges.
Off-cycle runs and bonuses cost nothing extra. No long-term contracts; cancel anytime.
Example: 50 people paid × $10 + $50 company = $550 for the month
HR & hiring, onboarding, PTO, time tracking, benefits, and workers’ comp are optional add-ons, priced separately when you’re ready.
See a demoThe Halifax Group, a private investment firm, acquired Comfort Keepers from Sodexo in October 2023, taking on a US network of 535 franchised and 105 company-owned territories. Since then the brand has moved toward a fully franchised model, refranchising corporate territories largely to existing franchisees and employees. Educational summary as of mid-2026.
For the local office, in nearly every case. The brand’s careers site tells applicants they are employees of their local office, not of CK Franchising, Inc., and that franchisees set their own wage and benefit programs. Wages, employment taxes, and W-2s therefore run under the franchise company’s EIN.
Payroll splits at the closing date. Caregivers get their last checks and a W-2 from the old company, then start a fresh wage history under your new EIN, so the whole roster re-onboards. WageTime turns that into a batch: self-onboarding from their phones with e-signatures, electronic I-9s, and automatic E-Verify cases. Migration is full-service and paid, scoped on the demo.
Generally yes when the office requires the course; the per-program judgment belongs to your employment counsel. In payroll the answer is simpler: assigned hours run on a training pay code at their own rate, count in that week’s weighted-average overtime, and leave a tracked completion record on the caregiver’s file.
The brand cites a $1.3 million average unit volume per territory from its 2024 disclosure, and published readings of the 2025 FDD put median revenue near $2.4 million per franchisee business, a figure lifted by multi-territory owners. Whatever the bracket, caregiver labor is the cost an owner steers week to week.
$50 per month per company plus $10 per person paid that month, and unlike the fee stack, nothing in the price reads your revenue. Runs are unlimited, weekly pay day and final checks carry no surcharge, and every federal, state, and local tax files automatically with year-end W-2s and 1099s. No long-term contracts; multi-territory owners keep one login across separate EINs.
The roster you inherited, the scheduling export you have today, and your fee stack. Twenty minutes with a payroll specialist on a live demo company: the cutover onboarding batch, the training pay codes, the weighted-average overtime, and an invoice you can read next to your royalty line.
Book a 20-minute demo