Your best employee is one bad month from leaving. A benefit they actually use is a reason to stay.

$75 per person, per month. Minimum four people. A doctor your staff can call or text directly, same-day appointments, and evening hours — for a fraction of what a group health plan costs, if you can get one at all.

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A benefit a small business can actually afford

Below roughly fifteen employees a group health plan is usually out of reach. The premiums do not work, and the administration becomes somebody’s second job. Plenty of small employers end up offering nothing at all, which they tend to like no better than their staff does.

A direct primary care membership is a different sort of benefit. It costs a fraction of a group premium, it takes minutes to arrange, and — the part that decides whether a benefit is worth anything — people actually use it. A benefit nobody uses buys you a line item and some goodwill.

That is also what makes it worth something to you as the owner. A benefit people use is a benefit people stay for. Health coverage is one of the first things an employee compares when somebody else offers them a job, and “I can text my doctor and get an answer tonight” is a concrete thing to compare against a plan that is technically comprehensive and practically hard to use. For a small business competing against larger employers on pay it cannot always match, an unusually good benefit is one of the few levers that is actually available — and replacing a trained employee costs considerably more than covering one.

What your employees get

• Their own physician, by call or text, 24/7 — the messages reach me, not an answering service
• Same-day appointments and evening hours, so being sick does not automatically cost a work day
• Refills by text when it is clinically appropriate, with no visit to book
• Labs, imaging and medications at wholesale, passed through without markup
• A doctor who knows their history and coordinates with specialists on their behalf

Group pricing: $75 per person, per month

$75 a month per person, with a minimum of four people. That is $25 less than the individual price, and the whole price — no setup fee, no per-employee administration charge, and nothing added at renewal. Four people is $300 a month for the business.

You count toward the four. If you are an owner with three employees, that is a group of four, and covering yourself is usually the most sensible part of the arrangement anyway — the person whose absence hurts the business most is generally the one who owns it.

Group size	Per person / month	Total / month
4 people (minimum)	$75	$300
6 people	$75	$450
10 people	$75	$750
Individual, for comparison	$99	—

One thing worth knowing before you ask: this panel is capped. A direct primary care practice tops out at a few hundred patients by design, and that ceiling is precisely what makes the access real instead of advertised. Employer spots are genuinely limited, and they go in the order they are arranged.

How it fits with coverage you already offer — or do not

Direct primary care handles the everyday half of medicine. It does not cover hospitalization, surgery, or catastrophic illness, and it is not insurance. Employers generally pair it one of two ways:

• With an ICHRA or QSEHRA. The business puts tax-free dollars toward individual coverage each employee picks for themselves, and the membership handles the day-to-day care a high-deductible plan would not have paid for anyway. HSA for America has a readable piece on why small employers are moving this way.
• Alongside a plan you already offer — as the piece that gives your staff a doctor they can actually reach, on top of coverage that is comprehensive on paper and hard to use in practice.

You pay for it with pre-tax dollars

This is the part owners tend to appreciate most. Money a business spends on its employees’ medical care is generally a deductible business expense — it comes out of revenue before tax rather than out of profit after it. And when the arrangement is structured properly, the benefit is generally not taxable income to the employee either.

Set that against a raise. Handing someone an extra hundred dollars a month costs you payroll tax on top of the hundred, and they lose a chunk of it to income tax before it reaches their pocket. The same hundred spent on a health benefit is generally deductible to you and generally untaxed to them. You are buying more for your people with the same money.

And your employees get a second bite at it. Under the law that took effect on January 1, 2026, being in a direct primary care arrangement no longer stops anyone from contributing to a health savings account, and the membership fee can be paid from an HSA — up to $150 a month for one person, $300 for a family. So an employee you cover partly, or an owner covering themselves, can put pre-tax dollars against it from both directions. The IRS announcement and Notice 2026-05 set out the detail.

The vehicles for doing it correctly — a QSEHRA for smaller employers, an excepted-benefit HRA, an ICHRA — are well documented, and which one fits depends on your headcount and what else you offer. DPC Frontier maintains a summary of the tax treatment written for physicians and employers rather than for lawyers.

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How to set it up

Send me a head count. I will send the forms through DocuSign, and once they are signed I reach out to each person individually to get them started — you do not have to chase your own staff through it.

I am also glad to meet your team over lunch or dinner. I would rather they meet me before they need me, and I do not take the business for granted.

Ready when you are

Call or text (562) 575-6816 to book a visit, or join as a VIP member and have a doctor in your corner every day of the year.