As an employer, you want to provide your team with access to quality healthcare while keeping costs predictable and manageable. Traditional health insurance is often expensive, complex, and frustrating – for both businesses and employees. Direct Primary Care (DPC) offers a simpler, more cost-effective alternative that complements or even replaces parts of traditional insurance.
Here’s a side-by-side comparison:
| Direct Primary Care (DPC) | Health Insurance |
| Predictable costs with one monthly fee | Unpredictable costs that include monthly premium plus copays plus deductibles |
| Treats illness and focuses on prevention | Treats illness |
| Personalized care depending on patient needs | Care is dictated by insurance rules and regulations |
| Same day or next day appointments | Long wait times to get appointments |
| DPC doctor can use any therapy to treat the patient | Insurance company only approves certain therapies |
| More time with a patient and no dictated requirements make doctor-patient relationship more direct and efficient | The majority of time with patient is spent with required checkups, leaving little time to address the actual health issue |
| Doctor has time to create personal relationship with patient | Not enough time to get to know the patient more closely |
| Reduced bureaucracy, doctors get paid immediately | High administrative burden, doctors get paid several months late |
| No coverage for major medical events | Coverage for major medical events |
| Promotes healthy patients | Promotes sick patients |
Why Employers Choose DPC
- Cost Control & Savings
With one flat monthly fee per employee, you avoid the unpredictability of deductibles and copays. Many businesses save 20–40% on overall healthcare costs when combining DPC with a high-deductible or catastrophic plan. - Healthier, Happier Employees
Employees get more time with their doctor, faster access to care, and a stronger focus on prevention. That means fewer sick days, less turnover, and higher productivity. - Recruitment & Retention Advantage
Offering DPC as a benefit shows you value your employees’ well-being. It can help you stand out in a competitive job market and improve loyalty among your team. - Less Red Tape
Because DPC cuts out the insurance middleman for primary care, both you and your employees avoid endless paperwork, pre-authorizations, and surprise bills.
Some Questions Employers Ask
Do I still need insurance if I offer DPC?
When DPC is paired with a high-deductible or catastrophic insurance plan to cover major medical events such as surgeries, your employee will be well taken care of: DPC handles the everyday healthcare needs affordably, while insurance is there for the big, rare events.
Is DPC good for small businesses?
Absolutely. DPC is one of the most cost-effective options for small employers who want to provide healthcare without breaking the bank. Even businesses with just 2–3 employees benefit.
How do I add DPC to my benefits plan?
It’s simple. You choose a local DPC clinic (or a network of them, like ours), and we set up monthly memberships for your employees. It’s flexible and easy to integrate with your existing benefits.
What is the ROI of Direct Primary Care for companies?
The return on investment comes from lower total healthcare spending, reduced absenteeism, and improved employee productivity. Companies often see savings within the first year.
A Note on Recent Oregon Legislation
In May 2025, Governor Tina Kotek signed House Bill 2540, which ensures that health insurance companies in Oregon must now credit member deductibles with payments made for out-of-network primary care – including Direct Primary Care memberships.
This is a major win for employers and employees alike, making DPC an even more valuable benefit option.
