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Affordable, accessible and simple Health Benefits for your Employees

Small Business Healthcare near Springfield, Illinois at Moxie MD Direct Care Family Medicine
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Our 
Story

The rapidly rising cost of healthcare in today’s fee-for-service system continues to outpace the growth of wages and inflation, creating challenges for employers and employees alike. Employers take on a significant and increasing financial burden to provide healthcare benefits, and yet many employees still struggle to access, navigate, and afford the care they need.

01

DPC standalone or supplement to alternative benefits:

 Employers with under 50 employees that aren’t required to provide coverage through a health plan often still want to provide a meaningful health-related benefit to employees, and may offer DPC as a standalone benefit or as a supplement to an ICHRA or cost-sharing plan.

02

DPC with a fully-insured plan:

Employers that provide fully-insured plans to employees typically don’t have the flexibility to customize it, so employers may choose to add DPC as a complementary benefit to mitigate high out-of-pocket costs associated with other forms of care, and more broadly, to increase employee health, satisfaction, and retention.

03

DPC with a self-insured or level-funded plans:

Self-insured employers that are responsible for the cost performance of their health plan can offer a DPC benefit to employees as a way to reduce unnecessary healthcare spending outside of primary care or improve coordination effectiveness and utilization of cost-containment strategies within the plan design. In some cases, DPC makes it possible for these employers to offer more robust benefits without increasing plan costs or cost shifting benefit liabilities onto employees

Benefits of Employer DPC memberships

1

Cost Savings

Patients who can’t easily and quickly access primary care often resort to expensive specialists, emergency rooms, or inpatient care.

 

DPC reduces healthcare expenses for employers by giving members immediate access to primary care when it has the most impact and costs the least to provide.

 

Because DPC clinicians have more time to care for patients than insurance-based clinicians, they tend to practice at the full scope of their license rather than making referrals to specialists.

2

Improved Employee Health

DPC practices take on far fewer patients and have significantly fewer and less complex administrative workloads.

 

The model gives clinicians the time and focus needed to address each person’s health holistically and proactively — a far cry from the extremely rushed and reactive primary care that’s often unavoidable for clinicians under the insurance-based fee-for-service model.

 

As a result, patients of DPC practitioners have been shown to demonstrate better managed chronic or complex health conditions, increased care plan and medication adherence, and ultimately increased wellbeing.

3

Increased Employee Recruitment and Retention

Health coverage plays an important role in job recruitment and plays an important role in job retention. 

 

Despite the near universal recognition among employees of the value of employer-sponsored health coverage, many are not  satisfied with the health benefits they are currently receiving.

This suggests that just providing healthcare coverage is no longer sufficient to meet employee needs, and that quality and ease of access matter more than ever.

Let’s Work Together

500 Terry Francine Street 

San Francisco, CA 94158

Tel: 123-456-7890

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