The doctor/patient relationship is deemed to be the core component in the ethical practices of medicine. Increased healthcare costs remain an unfortunate topic that goes hand-in-hand with the decline of primary care visits. Simply put, many people do not have a doctor or avoid seeing their doctor due to barriers like cost or appointment availability. The need for a more personalized doctor/patient relationship that promotes preventive care and easy accessibility is why direct primary care (DPC) is one of the fastest-growing alternatives to traditional fee-for-service healthcare.
As DPC continues to grow in popularity, many employers are taking notice and evaluating if it’s suitable for their businesses. A couple of big reasons being that healthcare is typically the second-largest operating expense after payroll and frustrations with employee benefit investments like wellness programs not achieving desired outcomes. In addition, many employers continue to absorb annual health insurance increases or shift more of the cost burden to their employees through higher premiums or out-of-pocket expenses – both of which are unsustainable.
These trends above are nothing new but have pushed employers to understand the value of higher-impact benefits like DPC that target multiple cost drivers, both employer-specific and healthcare systemic. DPC’s benefit to employers is simple, but the problems it solves are complex. It’s difficult to argue against primary care doctors having more time with patients or more employees having a dedicated doctor/patient relationship. Especially when the results can lead to a 20% reduction in healthcare spend, and a benefit that used to be found only at Fortune 500 companies.
With all of that in mind, more companies have started to invest in DPC for their employees and business. Here are a few benefits that companies of all sizes noticed after implementing DPC:
Lower healthcare costs:
You can receive immediate savings through increased primary care compliance, reduced specialist and ER visits, referrals to high-value facilities, and more. Additionally, DPC can help combat health insurance increases by reducing immediate claim spend and higher downstream costs.
Since DPC operates as a subscription-like model separate from health insurance, employees are encouraged to visit their doctor as often as needed. DPC keeps employees more productive by addressing healthcare issues early and before they become chronic. Increased preventive care, ongoing management by a physician, and immediate treatment of acute health issues help employees stay focused at work and worry less about their health.
Recruiting and retention advantage:
DPC offers employees unrestricted access to a dedicated doctor. You can think of it as having your own company doctor on demand. Employees experience a deeper doctor/patient relationship, which is harder to come by in an overly complex and overstrained healthcare environment. Furthermore, DPC’s immediate cost impact allows companies to offset annual health insurance increases where they otherwise couldn’t before.
More powerful, health-aligned company culture:
DPC is personal, convenient, and makes employees and employers rethink their approach to health and wellbeing. DPC is a powerful employee benefits solution that truly proves your company’s dedication to employee health. Gone are the days of “feel good” wellness programs that add cost and do little to improve employee morale and engagement. DPC works for every employee, not just those who choose to participate in a wellness program every year.
Healthgram’s direct primary care solution allows companies to offer a dedicated doctor to their workforce while removing traditional healthcare roadblocks. Learn more about our direct primary care clinics and how your employees can receive the personalized care they deserve.