We feel employer groups have a tremendous opportunity to offer their employees access to a DPC membership plan. If the employees are healthier, the claims will most likely go down, lowering healthcare costs and possibly resulting in a “surplus” which would trigger a refund for the group due to the structure of the employer’s self-funded/ level- funded health plan.
Attracting and Retaining New Talent
By offering DPC memberships to your employees, your company is effectively including concierge-level care to recruits; a luxury perk that could put your company “over the top” when competing for top executive talent. As competition for talented employees intensifies in the coming years, small businesses will have to find ways to attract and keep good workers. So, providing quality health coverage is an important bargaining chip to give you the competitive edge for attracting and retaining talented employees.
It reduces absenteeism . By taking advantage of the proactive, preventative nature of direct primary care, employees stay active in the workforce and keep out of the hospital and urgent care clinics.
Health benefits communicate to the employee a concern for their physical well-being and shows them a desire of their employer to invest in their total well-being, helping them achieve a better work/life balance.
Increased Benefit Offerings
Employers who offer an Integrated with Benefit Program solution can also provide two different benefit levels by offering two healthcare plans with the same insurance company: one standard plan and then another less expensive plan that is paired with a DPC membership.
Employers with No Group Plan
For employers that don’t sponsor a group plan, a health allowance is money provided for employees by employers to go purchase their own health insurance. In this instance, employees get reimbursed by their employer according to the schedule of their ACA-compliant insured.
Better Care with CC and DPC
Mostly relevant to self-funded employers.
Reductions in lab testing, imaging, specialist visits, and procedures equate directly to cost savings
Internal Qliance data show imaging reductions of ~30–60%, specialist reductions of ~14–66%, and surgery reductions of ~70–80%, culminating in $679 saved per patient per year (20% total cost reduction)2,3
Healthier population is less costly
2012 AJMC study of MDVIP found $2,551 savings per patient per year from reduced hospitalizations.
Relevant to any type of employer
When a DPC patient does have a minor illness or other medical issue, their doctor can often handle it via phone or telemedicine without the need for an in-person visit. Contrast this against the incentive structure in a typical fee for-service practice, in which an in-person visit is almost always required for billing. Travel time alone for a typical outpatient visit is 37 minutes.
Many employees with high-deductible health plans still avoid care or are subject to large bills until their deductible is met. A DPC membership can be very cost-effective for these patients, given that most care needs are primary care needs.