I recently joined Jenny Clark, GovCon CFO at Solvability, for a live walkthrough of her SCA Fringe Rate Calculator. If you've ever tried to price a service contract and realized you weren't sure what your fringe rate actually was, this is the conversation for you.

We compared a standard corporate benefit plan to an SCA contract side by side, so you can see exactly what changes, what it costs, and why it matters when you're pricing work.

What Is a Fringe Rate and Why Does It Matter?

Your fringe rate is the total cost of employee benefits expressed as a percentage of base wages. It includes payroll taxes, paid time off, health insurance, retirement contributions, and any other benefits you provide. Most contractors have a rough sense of this number, but few know it precisely until they're already in the middle of a bid.

That gap is expensive. If you underprice fringe on a labor-heavy contract, you absorb the difference out of your fee. On a long-term service contract, that can add up quickly.

Corporate Fringe vs. SCA Fringe: What Changes

When your contract is covered by the Service Contract Act, your fringe obligations are no longer purely a business decision. The Wage Determination attached to your contract sets minimums you must meet, and the standard corporate benefit plan your company offers may or may not satisfy them.

The key differences:

Health and Welfare rate. SCA contracts require employers to provide at least $5.09/hour in Health and Welfare benefits to every covered employee (for most contracts under Executive Order 13706). You can satisfy this through bona fide benefits, cash in lieu, or a combination. But the obligation applies per hour worked, not as a flat monthly benefit, which means your cost scales directly with hours.

Vacation vesting. SCA vacation is not discretionary. The Wage Determination specifies how much vacation employees earn, and when a contract changes hands, the predecessor contractor's employees carry their vacation accrual with them. This is the predecessor contractor trap: you inherit a workforce that may already be partially or fully vested, and that liability hits your budget on day one.

Sick leave accrual. SCA sick leave operates differently from vacation. The accrual rules, carryover limits, and usage triggers are distinct and need to be tracked separately. Treating sick leave and vacation as interchangeable is a common compliance mistake.

Why You Cannot Use One Average Fringe Rate for a Mixed Workforce

If you have employees on both SCA-covered and non-SCA contracts, you cannot apply a single blended fringe rate across your entire workforce when pricing. The SCA employees have mandatory minimums that the non-SCA employees do not, so the costs are structurally different. Using an average hides that difference and leads to either underpricing SCA work or overpricing non-SCA work.

DOL Audit Risk and What Compliance Actually Requires

Department of Labor audits on SCA contracts focus on whether you paid the required wages and benefits, tracked hours correctly, and applied the right Wage Determination to the right employees. The documentation burden is higher than most contractors expect, particularly on multi-year contracts where Wage Determinations are revised and benefit rates change.

The most common issues auditors find: cash-in-lieu payments that were calculated incorrectly, vacation accrual records that don't match the Wage Determination schedule, and contractors who applied the wrong Wage Determination after a contract modification.

You can download Jenny's SCA Fringe Rate Calculator at solvability.com/sca-fringe and book a financial clarity session at solvability.com/clarity-session. Connect with Jenny on LinkedIn.

For the compliance side (tracking H&W obligations, Wage Determination updates, and DOL audit preparation), that's what SimpleFringe is built for.