Direct Primary Care (DPC) gives your team a flat-fee membership for unlimited primary care — same- or next-day appointments, longer visits, and direct phone or text access to a doctor — with no insurance billing in between. For employers and brokers, that combination tends to mean healthier employees, fewer sick days, and more predictable spending than a traditional group plan. Offering Direct Primary Care for employers is one of the most direct ways to improve everyday access while keeping costs under control.
Large carriers bundle primary care inside a broader insurance product. A growing number of employers are doing the opposite: building independent Direct Primary Care networks for employers by contracting with local, independent DPC practices directly. Because these practices are not tied to an insurance network, you get transparent membership pricing, direct relationships with the physicians serving your team, and the flexibility to add practices as you grow into new locations.
Connectedly Health lists thousands of independent DPC practices across the country, so you can assemble coverage market by market — by state, services offered, and price — rather than being limited to one carrier network.
There are three common ways to pay for DPC as an employer. First, an ICHRA (Individual Coverage HRA) lets you reimburse employees tax-free for individual insurance and DPC memberships — with no company-size limit and no contribution cap. Second, some employers simply add a monthly wellness stipend or cover the membership directly as a benefit. Third, larger employers negotiate direct contracts with DPC practices for their teams. Pairing DPC with a high-deductible or catastrophic plan keeps your team protected for major events while covering everyday care through the membership.
DPC memberships are typically a flat monthly fee per member — a single predictable amount with no per-visit copays. That flat, predictable cost is what makes DPC easy to budget for a whole team. Rates vary by practice and region, so you can compare real, current membership pricing state by state on the National DPC Pricing Index before you decide on an allowance.
This page is general education, not tax, legal, or benefits advice. ICHRA and QSEHRA rules — including contribution limits and coverage requirements — are set by federal regulators and can change year to year. Confirm the current rules and the right setup for your business with a licensed benefits advisor or tax professional before making decisions.
Direct Primary Care for employers is a benefit where a company gives employees access to a flat-fee primary care membership instead of (or alongside) traditional insurance. Employees get unlimited primary care — same- or next-day visits and direct access to a doctor — while the employer gets a predictable, transparent cost per member.
Employers typically fund DPC in one of three ways: an ICHRA that reimburses employees tax-free for individual coverage and DPC memberships, a monthly stipend or directly paid membership, or a direct contract with DPC practices. DPC is usually paired with a high-deductible or catastrophic plan for major medical events.
Yes. There is no minimum company size for DPC. Small businesses can reimburse memberships through an ICHRA or QSEHRA, add a stipend, or cover the membership directly. Because pricing is a flat per-member fee, it is straightforward to budget even for very small teams.
DPC memberships are usually a flat monthly fee per member, with no per-visit copays. Rates vary by practice and region, so you can compare current pricing by state on the National DPC Pricing Index rather than assuming a single figure.
Traditional group insurance bundles primary care inside a broader claims-based plan. DPC is a direct, flat-fee membership for primary care with no insurance billing. Many employers combine the two: DPC for everyday care plus a high-deductible or catastrophic plan for hospitalizations, surgeries, and specialist care.