Offer Your Employees
Something Better

Over 7,200 employers nationwide now offer DPC as a benefit. It costs less than traditional insurance and employees actually use it.

Why Employers Choose DPC

A Better Benefit at a Lower Cost

Predictable Cost

Flat monthly rate per employee. No claims surprises, no year-end surprises, no runaway premiums.

Group Discounts

10–20% off standard membership rates based on group size — the bigger your team, the better the rate.

Tax Advantaged

Employer contributions toward DPC memberships are fully deductible as a business expense.

What Your Team Gets

Unlimited Primary Care

Employees get in-person and telehealth visits with no copay — so they actually use it before problems escalate.

24/7 Physician Access

Direct phone and secure messaging with a real physician. Fewer sick days, faster resolution.

Pairs With Any Insurance

Works alongside HDHPs, HRAs, or ICHRA models. Reduces claims volume on your existing plan.

Contact us for custom group pricing.

We tailor per-employee rates based on group size, contribution model, and dependent coverage.

The Problem

Your Employees Have Insurance. But Do They Have Access?

$25,572

Average annual cost of employer-sponsored family coverage in 2025

And it goes up every year — regardless of how much your team actually uses it.

23 days

Average wait time to see a primary care doctor

By the time they get an appointment, employees end up in urgent care — costing you more and losing productivity.

23%

Jump in small business health premiums from 2022 to 2025

Small businesses absorb the biggest hit. DPC gives you a predictable, flat-rate alternative for primary care.

Simple to Set Up. Powerful for Your Team.

No insurance broker. No claims. No complexity.

Get a Quote

Tell us how many employees you have. We'll give you a flat monthly rate based on your group size. No broker needed.

Sign the Agreement

A straightforward 12-month contract. We lock in your rate for the full term. New hires can enroll within 30 days of their start date.

Employees Enroll

Each employee completes a simple enrollment form. Coverage begins immediately — no waiting periods for primary care.

Employees Enroll

Each employee completes a simple enrollment form. Coverage begins immediately — no waiting periods for primary care.

Group Pricing — Transparent & Predictable

The larger your group, the more you save. Contact us for a custom quote based on your team size and age tiers.

Group Size	Discount
5–19 employees	10% off
20–49 employees	15% off
50–99 employees	20% off
100+ employees	Custom

Exact rates are provided in your personalized quote. Each employee is priced at their actual age tier.

Employer-paid DPC membership fees are a fully deductible business expense. Employees can also use HRA, HSA, or FSA funds to cover their portion — making this one of the most tax-efficient benefits you can offer.

What Every Employee Gets — Starting Day One

Unlimited clinically appropriate visits — in-person and telehealth
Same-day or next-day appointments — no waiting weeks
24/7 direct physician access via phone and secure message
Annual preventive wellness exam included
Annual basic lab panel (CBC, CMP, lipid panel, HbA1c)
Chronic disease management (hypertension, diabetes, thyroid, etc.)
In-office EKG and minor procedures

Weight loss consultation and ongoing management
Discounted direct-pay labs beyond the annual panel
Discounted supplements through practice wholesale account
Care coordination and specialist referral management
Telehealth visits included — use from home or the office
School, sports, and work physical forms completed at no extra charge
Spouse and children (age 10+) can be added at discounted dependent rates

The Numbers Speak for
Themselves

A 10-person small business. Real math.

Traditional Insurance

Annual premium per employee: ~$8,500
Deductible before coverage kicks in: $2,000–$5,000
Copays, urgent care visits: $50–$150 each
Wait time to see a doctor: 23+ days
Total estimated annual cost (10 employees): ~$85,000+
Predictable? No — rates increase every renewal

DPC Membership + High-Deductible Plan

DPC membership (Adult tier, 10 employees): ~$9,180/year
HDHP premium (catastrophic coverage only): significantly lower
Copays for primary care: $0
Wait time to see a doctor: Same day or next day
Estimated total annual primary care cost: ~$9,000–$12,000
Predictable? Yes — flat rate, locked for 12 months

Most employers pair DPC with a high-deductible health plan (HDHP) for specialist and hospital coverage. The combination delivers better access than traditional insurance at a fraction of the cost.

Built for Businesses Like Yours

Small Businesses (5–50 employees)

Too small for great group rates, too big to ignore healthcare. DPC finally gives small teams access to excellent primary care at a price that makes sense.

Restaurants & Hospitality

High-turnover industries with hourly workers who skip care because they can't afford time off or copays. DPC removes both barriers.

Construction & Trades

Physical work means more injuries, more chronic conditions, more need for fast access to a doctor. Same-day appointments keep your crew working.

Professional Services

Your team's productivity is your product. Reduce sick days and keep your people healthy and focused with direct physician access.

Retail & Service Businesses

Offer a benefit that actually differentiates you in a tight labor market — without the complexity or cost of traditional group insurance.

Startups & Growing Companies

Scale your headcount without scaling your healthcare costs. Flat per-employee pricing means no surprises as you grow.

From Signed Contract to Day-One Access: 2 Weeks

day 1-2

Contract Signed

We countersign your employer agreement and confirm your group rate and start date.

day 3-5

Employee Enrollment Opens

We send each employee a direct enrollment link. They complete a short form (about 3 minutes).

day 6-10

Enrollment Confirmed

Our team reviews each employee application and confirms enrollment. Any questions are handled directly by our staff.

day 11-13

Welcome & Onboarding

Enrolled employees receive a welcome message with their physician’s direct contact information and instructions for scheduling their first visit.

day 14

Go Live

Your team has full access. Same-day appointments available from day one.

Employer's Common Questions

Do my employees still need health insurance?

We recommend pairing DPC with a high-deductible health plan (HDHP) for specialist, hospital, and emergency coverage. DPC handles all primary care — which is where most healthcare interactions happen. The combination typically costs significantly less than traditional group insurance alone.

Can employees add their families or dependents?

Yes. Spouses are $45/month and children (ages 10–17) are $35/month each. There is a dependent family cap of $120/month for a spouse plus three or more children, regardless of family size.

What happens when I hire a new employee?

New hires have a 30-day enrollment window from their start date. They can enroll immediately with no waiting period for primary care access.

Is this considered a health benefit under ERISA?

DPC membership is generally not classified as insurance and therefore does not trigger ERISA group health plan requirements. However, we recommend consulting your benefits attorney or HR advisor for your specific situation.

What is the contract length?

Standard employer contracts are 12 months, auto-renewing annually. We require 60 days written notice before the renewal date to cancel or modify. Rates are locked for the full contract term.

What is the minimum group size?

We require a minimum of 5 enrolled employees to qualify for employer group pricing. We also ask that at least 80% of eligible employees enroll, or a guaranteed minimum of 5 members — whichever is greater. Group discounts scale from 10% up to 20% for larger rosters.

How does billing and enrollment work for HR?

We handle enrollment, eligibility, and member onboarding directly. Your HR team receives one simple consolidated monthly invoice — no insurance carrier, no claims processing, no EOBs. Employees can reimburse their portion through an HRA if you choose that structure.

Are contributions tax-deductible?

Yes. Employer contributions toward DPC memberships are fully deductible as an ordinary business expense.

Can I offer this as a voluntary employee-paid benefit instead of employer-paid?

Yes. Some employers introduce DPC as a voluntary benefit where employees pay the membership fee themselves — often through payroll deduction or pre-tax HRA/HSA funds. We can accommodate either structure.

How quickly can we launch?

Most groups are live within 2–3 weeks of signed agreement, including employee onboarding sessions and enrollment materials.

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