For employers

Primary care your team will actually use.

Insurance is for the rare, expensive year. Face-to-Face covers the care people need every month: a doctor they can reach, visits without a copay and labs at cost. There are three simple ways to offer it, at whatever level fits your budget.

Plan for your team See the three options

Dr. Briggs talking with a younger man on a wooded deck

The gap in most plans

On a high-deductible plan, the first $5,000 is on them.

Employees pay full price for every visit, lab and prescription until the deductible is met, so many skip care until a small problem becomes an expensive one. Face-to-Face fills that gap for one flat monthly fee.

Already offer a plan?Face-to-Face works alongside it and takes pressure off it, with fewer avoidable claims and ER trips.
Offer nothing today?It's a real health benefit you can offer without setting up a group health plan.
Families, tooSpouses and kids 6 and up can join, with lower rates for children enrolled alongside a parent.

One employee's costs over a plan year on an illustrative plan. Actual plan terms vary.

New in 2026 · DPC is HSA-eligible

Three ways to offer it.

Choose the level of support that fits your team and your budget. You can start with one and change later.

Fund their HSA

Already offer an HSA-qualified plan? Contribute to each employee's HSA, and they can use it to pay for a Face-to-Face membership.

Best for: Teams on an HSA-qualified plan that want to keep things flexible.
Keep in mind: You can't direct how it's spent, and many employees save HSA dollars rather than spend them.

Cover your whole team

Enroll everyone as a standard company benefit at a reduced per-employee group rate. Ask us for group pricing for your team size.

Best for: Employers who want primary care to be a visible perk for every hire.
Keep in mind: You pay for every seat, whether or not it gets used.

Share the cost

Recommended

You choose what share of the membership you'll cover. We set up an enrollment code for your company, and you're billed only for employees who join.

Best for: Most small teams. It's a real benefit with no cost for seats nobody uses.
Keep in mind: Employees pay the rest of the membership themselves.

Estimate your cost

Shared cost, estimated

See what sharing the cost could look like.

Move the sliders to match your team. You pay your share only for the people who enroll.

Employees on your team 20

Employees you expect to enroll 840% of your team

Share of membership you cover

Pick your share
We issue your code
Employees opt in
You're billed for enrollees

Your cost

$420per month

$5,040 per year

You pay $52.50Employee pays $52.50

Each employee saves

$630

a year on their own membership

Saved vs. covering all

$1,680

a month less than covering your share for all 20 employees

Estimate based on the $105 monthly membership for adults 30–64. Excludes the one-time $99 enrollment fee. Rates vary by age, family rates differ and group rates depend on enrollment; we'll confirm your actual pricing.

What your team gets

A doctor they know, for a price you know.

A doctor employees can reachDirect phone and text access to Dr. Briggs, plus same- or next-day visits.
Less time away from workMany questions are handled by text or video, so a sinus infection, or a child's ear infection, doesn't cost a half-day.
Labs at cost, discounted imagingLab work is billed at cost with no markup, and we help find low cash prices for imaging.
You know the exact price per monthOne flat fee per enrolled employee. No claims, no copays.

New for 2026

DPC + HSA

As of January 1, 2026, employees with an HSA can also have a direct primary care membership, and HSA funds can pay the fee, when it is $150 a month or less for an individual ($300 for a family). Every individual Face-to-Face membership is under $150 a month; some family memberships may exceed the family limit.

One Big Beautiful Bill Act; IRS Notice 2026-05. Confirm details with your benefits or tax advisor.

Direct primary care is a membership for primary care services. It is not health insurance and does not replace coverage for emergencies, hospital or specialist care. HSA eligibility reflects the One Big Beautiful Bill Act (H.R. 1) and IRS Notice 2026-05, effective January 1, 2026; qualified DPC fees are capped at $150 a month for an individual and $300 for a family (indexed). Group rates depend on enrollment. This is not tax or legal advice; consult a qualified advisor about your plan design.