WageTime is payroll for Home Instead franchise owners. Honor runs the platform your office schedules on, but in most offices the franchisee still signs the W-2s, and WageTime is built for exactly that: Care Pros across several clients and rates, one correct check.
For independently owned and operated Home Instead® franchise businesses. WageTime is not affiliated with, endorsed by, or sponsored by Home Instead, Inc. or Honor Technology, Inc. All trademarks belong to their respective owners. This page is for franchise owners and their payroll, not a caregiver wage lookup.
Since 2021 the franchisor has belonged to a technology company. That changed where the schedule lives. It did not change who owes forty Care Pros a correct paycheck on Friday.
Since Honor bought Home Instead in 2021, every hiring conversation starts with a clarification: in most territories the Care Pros work for your company, and only offices that opted into the fully managed model moved caregiver employment to Honor. Your payroll, your employment taxes, your liability. The brand name on the door does not file your 941s.
Analyses of the brand’s 2025 franchise disclosure document put the royalty at 5 percent of gross sales, plus a brand-fund contribution and a monthly technology fee, on average revenue of about $2.6 million per reporting office. Labor is the line that’s actually yours to manage, and the office that can’t see it per client and per week is managing it blind.
Companionship in the morning, personal care after lunch, a third client at dinner. Short visits stack into multi-client days, the drive between homes is payable work time, and a week like that computes overtime on the weighted average of every rate touched. A spreadsheet grabs whichever rate is handy; an auditor grabs the other one.
The network’s dementia curriculum and certification exams mean real classroom hours for your Care Pros. When training time is paid, it runs at its own rate and folds into the same weekly overtime math as care hours; whether a given session must be paid is your counsel’s call. A stipend hides the hours. A pay code keeps them where the overtime math can see them.
FDD analyses counted 54 Home Instead ownership transfers in 2024 alone. Every one of them is a roster moving to a new entity: final checks from the old company, fresh onboarding into the new one, a new EIN, and no week where anyone gets paid late. Generic payroll systems treat that as an emergency. It’s just a Tuesday in franchise country.
In most offices, the franchise owner does: Care Pros are W-2 employees of the local franchise company, and job postings say so in as many words. WageTime is built for that owner-as-employer reality, starting at onboarding.
| New hire | I-9 | E-Verify |
|---|---|---|
| Dana WhitfieldCare Pro | Complete | Case created |
| Miriam OkaforCare Pro | Complete | Authorized |
| Leo CastanedaCare Pro | Section 2 due Thu | Waiting on I-9 |
| June PalmerOffice coordinator | Complete | Authorized |
| Robert EllisCare Pro | Complete | Case created |
Replaces the first-day paper packet, and the guessing about which company name goes on the offer letter.
The franchise office does: we import clock and visit hours with no double entry, each kind of hour landing on its own pay code at its own rate in one weekly run. Exact flow confirmed on the demo.
| Pay code | Hours | Rate |
|---|---|---|
| CARE-PC hourlyPersonal care visits | 412.0 | $17.50 |
| CARE-CO hourlyCompanionship visits | 268.5 | $16.00 |
| TRAIN hourlyClassroom training | 22.0 | $15.00 |
| TRAVEL hourlyDrive between clients | 31.5 | $15.00 |
Replaces the Sunday export-and-retype ritual, and the mystery rate on line 14 of the spreadsheet.
Short visits multiply everything payroll has to get right: a Care Pro covering three clients a day works several rates in one week, and WageTime computes that week’s overtime on the weighted-average regular rate, with drive time between clients paid on top of mileage.
| Day | Care hours | Drive |
|---|---|---|
| MonKeller + Bishop | 8.0 | 0.75 |
| TueKeller + Nguyen | 8.0 | 0.5 |
| WedBishop + Nguyen | 8.5 | 0.75 |
| ThuKeller + Bishop | 8.0 | 0.5 |
| FriNguyen | 4.0 | 0.25 |
| SatBishop · weekend rate | 6.0 | 0.25 |
Replaces the single-rate overtime shortcut that quietly builds a back-pay balance.
Training time lands as its own pay code inside the same overtime math as care hours. WageTime runs classroom hours as paid training time and keeps the paper trail on the employee record, so who is dementia-trained is a report, not a memory.
| Care Pro | Expires | Status |
|---|---|---|
| Dana WhitfieldDementia classroom course | Renews Oct 2027 | Completed |
| Miriam OkaforCertification exam | Scheduled Nov 3 | |
| Alma R.CPR certification | Jan 2027 | Current |
| Leo CastanedaTB test | Nov 14 | 30-day alert sent |
| June PalmerSafety training | Renews Aug 2027 | Completed |
Replaces the training binder that answers every audit question a day too late.
A flat number you can read without a quote call: WageTime is $50 a month per company plus $10 per person paid that month, unlimited runs included. Next to the fee stack, payroll should be the line that never surprises you.
Replaces the payroll bill that needed a sales call to read, and the surcharge on every extra Friday.
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 demoIn most territories, the franchise owner’s company employs its Care Pros as W-2 employees, and franchise job postings state that the employer is the local franchise business, not Home Instead, Inc. Honor’s 2022 fully managed option shifted Care Pro employment to Honor only for offices that opted in, and industry reporting found few takers. Check which model your office runs; payroll follows the answer.
Not payroll for franchise-employed Care Pros, as of mid-2026. Honor’s platform materials advertise scheduling, caregiver matching, training support, and client billing; payroll and employment taxes are not on the list. WageTime covers that side: we import clock and visit hours so there’s no double entry, and we’ll confirm the exact flow for your setup on the demo.
Employer-required training is generally treated as paid work time; whether a specific session is compensable is a question for your employment counsel. WageTime handles the mechanics either way: training hours run on their own pay code at a training rate, fold into the weighted-average overtime math, and completion records live in the learning module.
Many offices advertise weekly pay in their own job postings, and in a market this tight, pay-day cadence is a recruiting lever. WageTime makes it configuration instead of cost: weekly, biweekly, or semi-monthly on the same price, unlimited runs, and off-cycle checks included. Caregivers see paystubs, W-2s, and PTO balances in the app without calling the office.
FDD analyses counted 54 ownership transfers in this system in 2024, so the cutover playbook matters. The selling entity issues final checks and year-end forms for its EIN; the buying entity onboards the roster fresh, and WageTime’s bulk onboarding with e-signatures makes that a batch, not a stack. Switching is full-service and paid; we’ll scope your cutover week on the demo.
$50 per month per company, plus $10 per person paid that month. Unlimited payroll runs, weekly pay day at no extra cost, off-cycle and final checks included, and every federal, state, and local tax filed automatically with year-end W-2s and 1099s. Multi-territory owners run each company under its own EIN with one login. No long-term contracts; cancel anytime.
One Care Pro across three clients, your training calendar, and the territories you run. Twenty minutes with a payroll specialist on a live demo company: you’ll see the weighted-average overtime, the training and travel pay codes, the onboarding flow, and the invoice math next to your royalty line.
Book a 20-minute demo