Better Care & Happy Employees For Less Money

DPC for Employers

We know healthcare can be confusing and costly for employers. While patient care remains our focus, we also help businesses provide affordable, quality health benefits. Partnering with us and using innovative insurance solutions can cut costs and improve employee experience—a true win-win.

  • We strive to be a family’s medical home, fostering a close relationship while addressing all aspects of your health. Our Comprehensive Primary Care membership (also known as Direct Primary Care or “DPC”) plan offers a broad range of medical services, including:

  • Instead of the usual per-visit or copay charges, we provide care for a fixed monthly membership fee. This covers communications (text messages, email, phone), clinic visits, specialty referrals, and some tests at no additional charge. Members also receive discounts on many items—detailed below. Our fee can be paid by the employer in full or shared with the employee.

    Individuals

    • Adults (age 19+) = $79/mo.

    • Children (age 18 & under) = $59/mo.

    Family Plan

    • Up to 2 adults & their dependent children (age 25 & under)

    • = $179/mo.

  • Our members receive wholesale discounts on several services, including:

    • Prescription medications from our clinic (50-90% savings!)

    • Lab work at wholesale price

    • Radiology discounts

    • Supplements at wholesale price

  • NeuCare works with or without health insurance. For employers who want to offer a comprehensive health benefits package, we provide innovative, flexible solutions that pair our Direct Primary Care model with insurance options to cover specialists, hospitals, and major medical events. These tailored approaches let employers preserve NeuCare’s high-value, personalized primary care while ensuring employees have access to broader network services and financial protection for high-cost care.
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DPC + Insurance Options

While traditional insurance options have become more costly, we recognize that some form of “insurance” is essential to cover the more expensive medical care. For employers, there are several ways to structure a DPC benefit alongside an insurance product, including:

  • You can support DPC membership as an employee perk without any other health insurance benefit. We can structure that as a fixed “shared” amount with an employee, ranging from 50% to 100%.

    Although it does not provide comprehensive coverage, DPC delivers people with excellent access to primary care, which can cover most needs.

  • Many employers have already been forced to move towards higher deductibles to keep premiums lower. This increases out-of-pocket costs for employees, especially those with chronic conditions. This is where NeuCare can help! We can offer management of many issues for a fixed, affordable price outside of the usual expensive system.

    When paired with an HSA, this combination of benefits often gives the best bang for your buck when using DPC.

  • For employers wanting to offer a more comprehensive health care plan, combining DPC with an “open access” insurance plan can be a great combo. These group plans are custom-built with the help of a benefit advisor, like Virtuous Benefits.

  • Indemnity insurance is a policy that reimburses the policyholder with a fixed cash benefit for each event or service; rather than forming a network with doctors. While it is considered a “supplemental” plan, it is far less expensive than traditional health insurance.

    One option that recognizes the value of DPC membership is Altas.direct. This plan was designed exclusively for patients who participate in a DPC practice—lowering premiums compared to other plans.

  • Health share plans have traditionally been offered by religious-based organizations that help members share their health expenses. This is technically not “insurance” and not regulated as such. Here is an in-depth article about how Health Share plans work, including their pros and cons. Some options for health share plans are:

  • HSAs are a great way to encourage employees to take a more active role in their healthcare decisions and to take the sting out of a paired high-deductible insurance plan.

    Both the employer and employee can contribute to these tax-free accounts. That money can be used to pay for our fees and any other traditional medical expenses.

    Additionally, these accounts roll over from year to year, allowing a person to accumulate larger sums.

  • FSAs are a stand-alone account that don’t need to be paired with a qualified health insurance plan. These accounts can be used to pay our fees or any other qualified healthcare expense.

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Ready to offer better healthcare benefits?

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