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Estate Planning in Los Angeles: What Every Franchise Group Employee Should Know About Real Estate and Legacy

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Healthcare Provider Update: Healthcare Provider for Franchise Group The Franchise Group, a company operating several retail and service brands, typically partners with major health insurance providers to offer healthcare coverage to its employees. While the exact provider may vary, large national insurers such as UnitedHealthcare, Anthem, and Aetna are commonly chosen by companies in similar industries for their comprehensive plan offerings. Potential Healthcare Cost Increases in 2026 As we look ahead to 2026, healthcare costs are anticipated to surge significantly, primarily driven by the expiration of enhanced federal premium subsidies associated with the Affordable Care Act (ACA). Many states are bracing for substantial rate hikes, with some insurers proposing increases of over 60%. The Kaiser Family Foundation highlights that without congressional intervention, nearly 92% of marketplace enrollees could face out-of-pocket premiums climbing by as much as 75%. Combined with rising medical costs, these factors are likely to put considerable financial pressure on consumers and companies alike in the coming year. Click here to learn more

'Rising costs, evolving property tax rules, and liquidity pressures mean that investors should consider Los Angeles real estate as part of their larger retirement and estate strategy, rather than as a standalone asset. I encourage Franchise Group employees to regularly reassess how home ownership aligns with long-term cash flow, legacy goals, and overall financial flexibility.' – Michael Corgiat, a representative of The Retirement Group, a division of Wealth Enhancement.

'In today’s Los Angeles housing environment, Franchise Group employees should evaluate real estate through the lens of liquidity, long-term risk, and generational planning rather than relying solely on past appreciation. Thoughtful coordination between housing decisions and retirement objectives can create greater clarity and flexibility.' – Brent Wolf, a representative of The Retirement Group, a division of Wealth Enhancement.

In this article, we will discuss:

  1. How rising costs and shifting market conditions have changed the financial landscape for Los Angeles homeowners.

  2. What today’s inheritance and property tax rules mean for families passing real estate to the next generation.

  3. How liquidity, insurance, and long-term planning may influence real estate decisions for Franchise Group employees.

Owning a home in California, particularly in Los Angeles, was once seen as a clear path to wealth. You made a purchase, waited, and appreciation seemed to do most of the heavy lifting. As a result, many Franchise Group employees who built careers in Southern California have long considered real estate a central part of their long-term financial planning.

The math has shifted.

From the Westside to the San Gabriel Valley to the South Bay, families across Los Angeles are experiencing a very different housing environment than they did just a few decades ago. While property holdings still typically continue to appreciate, rising costs in other areas may be chipping away at the financial foundations. The good news is that meaningful financial opportunities still exist for Franchise Group employees willing to engage in proactive retirement and legacy planning.

Here are some things to consider if you currently own property in Los Angeles or expect to pass it on to the next generation.

Appreciation Still Tells a Story—But Context Matters

A family could have bought a home in Torrance or Pasadena for under $300,000 in the late 1990s or early 2000s. 1  Today, that same property may be worth between $1.5 million and $2 million. As of 2026, the median home price in Los Angeles County was $950,000. On paper, that represents significant accumulated value. However, today’s landscape looks different than in the past:

  • - A 3% mortgage rate is no longer typical. Freddie Mac reports that 30-year fixed mortgage rates have averaged well above 6% in recent years. 4

  • - Property insurance costs have risen substantially, with several insurers limiting new policies in California.

  • - Proposition 13 limits property taxes for long-term owners but resets upon sale.

  • - Los Angeles renovation costs rank among the highest nationwide. 5

  • - Maintaining an older home can cost tens of thousands annually depending on condition and location.

For Franchise Group employees, appreciation alone is no longer sufficient reason to hold real estate. Decisions now involve long-term planning, risk assessment, tax considerations, and liquidity analysis.

The Inheritance Formula Has Changed

Many families assume inheriting a Los Angeles property is automatically beneficial. Financially, it can be—but the calculations are more complex today.

Under Proposition 19, children who inherit a primary residence must meet certain requirements to limit property tax reassessment. 6  They generally must:

  • - Occupy the home as their primary residence.

  • - File for the homeowner’s exemption within one year of the transfer.

  • - Stay within specific assessed value limits.

  • If they move out, property taxes will reset to market value. California’s statewide property tax rate averages approximately 1% of assessed value (plus local assessments). On a $2 million Los Angeles home, that could mean annual property taxes of $20,000 or more.

For adult children who already own homes elsewhere, retaining inherited property in Los Angeles County can become financially demanding. As a result, properties originally intended to remain in the family are frequently sold.

Property Taxes: The Quiet Divide

Proposition 13 has created two very different homeowner experiences in Los Angeles. A couple who purchased a home in 1995 now worth $1.8 million may pay a fraction of what a new buyer would pay in property taxes. Although California limits annual assessed value increases to 2% under Proposition 13, a buyer purchasing the same home today would pay property taxes based on current market value.

Economists often refer to this dynamic as the “lock-in effect,” where homeowners remain in place due to tax advantages tied to long-held property. From a planning standpoint, this often leads to:

  • - Reduced housing mobility.

  • - Wealth concentrated heavily in real estate.

  • - Reluctance to downsize during retirement.

For many Franchise Group retirees, the emotional and financial aspects of homeownership become closely connected.

Risk and Insurance Are Now Major Factors

Earthquake exposure, wildfire risk, and tightening insurance markets have also changed property cost structures in Southern California.

In recent years, several major insurers paused or limited new homeowner policies in California. Even where insurance is available, premiums in high-risk areas have increased substantially. 8

In light of these factors, owning property in Los Angeles is no longer viewed as a low volatility asset. Like any major investment, it carries ongoing costs and regional risks that must be evaluated carefully.

Liquidity Matters More Than Ever

Many Los Angeles homeowners are “house rich, cash flow tight.” Despite significant home equity, families may still feel financially constrained. Retirement income planning, health care expenses, college costs, and multigenerational support all require accessible capital—something a home does not easily provide.

Unlike a diversified investment portfolio, a home:

  • - Does not generate consistent income

  • - Cannot be partially sold

  • - Requires ongoing maintenance

  • - May take months to sell

From a planning standpoint, it is important to determine whether the home supports your long-term financial objectives or primarily serves as a legacy and emotional anchor.

Capital Gains: A Limited Advantage

Homeowners may exclude up to $250,000 (single) or $500,000 (married filing jointly) of capital gains when selling a primary residence. 9

However, decades of appreciation in Los Angeles can exceed these limits quickly. If a home purchased for $400,000 is sold for $2 million, that creates a $1.6 million gain. After applying the exclusion, a significant taxable amount may remain.

Coordinating sale timing with a broader tax strategy can make a meaningful difference.

Has Homeownership Lost Its Appeal?

Not entirely—but the advantages are no longer automatic. 

Los Angeles real estate can still offer:

  • - Long-term appreciation potential

  • - Housing cost stability for long-term owners

  • - Emotional and legacy value

  • - The ability to build equity over time

What has changed is the level of planning required:

- Estate plan coordination

- Understanding Proposition 19

- Liquidity planning

- Risk evaluation

- Tax review before transferring or gifting property

What was once a simple “buy and hold” decision has evolved into a more detailed financial strategy.

Planning Ahead

If you own property in Los Angeles or intend to pass it to your children, consider:

- Will your children realistically live in the home?

- Have you calculated potential reassessed property taxes?

- Does real estate represent too much of your net worth?

- Would selling during your lifetime provide greater flexibility?

- Is your property title aligned with your trust and estate plan?

For some families, keeping the property remains appropriate. For others, converting equity and diversifying assets may better support retirement income, intergenerational wealth objectives, or charitable planning.

Final Thoughts

California real estate has a long history of appreciation and opportunity. That remains true in Los Angeles—but the financial landscape is more complex than it once was.

Homeownership today involves understanding cash flow, tax exposure, policy changes, insurance risk, and family dynamics. For Franchise Group employees approaching retirement or already retired, these factors can influence estate planning outcomes.

The advantages are still there—but they require careful planning.

If you are evaluating how your Los Angeles property fits into your broader retirement and estate plan, it may be time to revisit the numbers.

You can get retirement planning assistance from The Retirement Group. Give us a call at (800) 900-5867 to learn more.

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Sources:

1. Patch. ' Home Prices Have Nearly Tripled In LA Since 2000: Report ,' by Kat Schuster. April 4, 2022. 

2. Zillow. ' Pasadena, CA Housing Market ,' January 31, 2026. 

3. Federal Reserve Bank of St. Louis (FRED). ' Housing Inventory: Median Listing Price in Los Angeles County, CA ,' February 6, 2026. 

4. Freddie Mac. “Primary Mortgage Market Survey® (PMMS®) Archives.”  Freddie Mac , 2026,  https://www.freddiemac.com/pmms/pmms_archives

5. House Beautiful. ' Experts Say Renovations Are the Most Expensive in These States ,' by Sarah Lyon. Feb. 14, 2025. 

6. Fennemore Law. ' California Proposition 19's Impact on Estate Planning and Gifting of Real Property ,' by Judith Tang. Feb. 17, 2025.

7. reAlpha. ' California Property Tax (2026): Rates, Prop 13 & Cost ,' by Daniel Ares. Feb. 2, 2026. 

8. Kiplinger. ' California's Home Insurance Crisis: Rising Risks, Soaring Costs and Limited Options ,' by Carla Ayers. Jan. 16, 2025.

9. IRS. ' Topic no. 701, Sale of your home. ' Jan. 22, 2026.

What retirement savings options does Franchise Group offer to its employees?

Franchise Group offers a 401(k) savings plan to help employees save for retirement.

How can employees at Franchise Group enroll in the 401(k) plan?

Employees at Franchise Group can enroll in the 401(k) plan by completing the enrollment forms provided during orientation or through the employee portal.

Does Franchise Group match employee contributions to the 401(k) plan?

Yes, Franchise Group offers a matching contribution up to a certain percentage of employee contributions to the 401(k) plan.

What is the vesting schedule for the 401(k) match at Franchise Group?

The vesting schedule for the 401(k) match at Franchise Group typically follows a graded vesting schedule over a period of time, which will be detailed in the plan documents.

Are there any fees associated with the Franchise Group 401(k) plan?

Yes, there may be administrative fees associated with the Franchise Group 401(k) plan, which will be disclosed in the plan documents.

Can employees take loans against their 401(k) balance at Franchise Group?

Yes, Franchise Group allows employees to take loans against their 401(k) balance, subject to the plan's terms and conditions.

What investment options are available in the Franchise Group 401(k) plan?

The Franchise Group 401(k) plan offers a variety of investment options, including mutual funds, target-date funds, and company stock.

How often can employees change their contribution amounts to the Franchise Group 401(k) plan?

Employees at Franchise Group can change their contribution amounts to the 401(k) plan typically on a quarterly basis or as specified in the plan documents.

What is the minimum contribution percentage for the Franchise Group 401(k) plan?

The minimum contribution percentage for the Franchise Group 401(k) plan is usually set at 1% of the employee's salary, but employees are encouraged to contribute more if possible.

Can employees at Franchise Group access their 401(k) funds before retirement?

Employees at Franchise Group may access their 401(k) funds before retirement under certain circumstances, such as financial hardship or termination of employment.

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
Franchise Group, like many companies, offers retirement plans to its employees, including both pension and 401(k) plans. As of 2022, 2023, and continuing into 2024, Franchise Group aligns its retirement benefits with federal legislation, including the SECURE Act and SECURE 2.0 enhancements​ (RSM US)​ (National Law Review). For its 401(k) plan, employees are automatically enrolled at a contribution rate of 3% of their salary, which escalates annually up to 10%, per changes beginning in 2024. Employees have the option to opt out, but this automatic enrollment is designed to help employees build savings consistently. Franchise Group’s 401(k) plan also offers employer matching contributions​ (CLA). Part-time employees become eligible to participate after two consecutive years of at least 500 hours of service​
Restructuring and Layoffs: In early 2023, Franchise Group announced a significant restructuring plan aimed at streamlining operations and improving efficiency. This move included layoffs affecting approximately 10% of the workforce across various departments. The restructuring was driven by a need to adapt to changing market conditions and enhance financial performance. Company Benefit Changes: As part of the restructuring, Franchise Group also revised its employee benefits package. Changes included reduced health insurance coverage options and modifications to retirement plan contributions. These adjustments were made to better align with the company's new strategic goals and financial outlook.
Franchise Group provides stock options as part of its employee compensation package. These options allow employees to purchase company stock at a set price within a specific timeframe. Franchise Group typically grants stock options to senior management and key employees, based on performance and tenure. Franchise Group options are generally vested over several years, with certain performance metrics required for full vesting. Franchise Group RSUs (2022-2024): Franchise Group also offers Restricted Stock Units (RSUs) to its employees. RSUs are granted to employees but are subject to vesting schedules, which are usually tied to continued employment. Franchise Group grants RSUs to a broader range of employees compared to stock options, including mid-level managers and high performers.
Traditional Group Health Insurance Plans: Franchise Group offers traditional group health insurance plans where the company pays a fixed premium to the insurance carrier. These premiums cover a range of services, including medical, dental, and vision. The insurance carrier assumes the financial risk for claims, offering protection to the company against large, unexpected medical expenses. These plans, however, can become expensive and often require high participation rates from employees​ (StretchDollar). Health Savings Accounts (HSAs): Employees have access to HSAs, which allow them to set aside pre-tax dollars for medical expenses. These accounts are beneficial for both employees and employers, offering flexibility and tax advantages. However, HSAs are only available to employees who have high-deductible health plans (HDHPs), which could limit participation​ (StretchDollar). Individual Coverage Health Reimbursement Arrangement (ICHRA): Franchise Group also offers an ICHRA, which is a newer health benefit option. This allows employers to provide pre-tax funds that employees can use to purchase their own health insurance. This option is flexible and gives employees the freedom to select a plan that fits their needs. It is particularly useful for franchises with smaller workforces or employees located in various regions​ (StretchDollar)​ (Aflac). Compliance with New Regulations: Franchise Group ensures that their health plans comply with the latest federal requirements, including those related to mental health parity and transparency in pricing. The transparency rules require the disclosure of in-network rates, out-of-network allowances, and prescription drug costs, while the mental health parity rules enforce comparative analysis for mental health and substance use disorder treatments​ (Aflac). Recent Developments: The company has also been updating their healthcare offerings to align with new federal mandates regarding surprise billing, transparency in coverage, and parity in mental health services. These changes are designed to enhance employee protections, streamline claims, and provide clarity in pricing, which benefits employees seeking affordable care options​
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