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Small Businesses

Yes, but the combined cost is typically lower than a traditional low-deductible PPO. A leaner HDHP premium plus a flat DPC membership per employee usually comes in under what richer, all-in-one plans charge — while covering more of what employees actually use day to day.

That's exactly what the HDHP is for — DPC isn't a replacement for major medical coverage, it's what happens before a claim: catching issues early, handling urgent but non-emergency care, and referring out when something bigger comes up.

No — DPC runs alongside your current HDHP with no claims, no prior authorizations, and no coordination needed between the two. It's a flat monthly fee per enrolled employee, billed directly.

Same-day or next-day access with no copay tends to get used more, not less, than a traditional plan employees only turn to when something's already gone wrong — which is part of why it lowers downstream costs.

No — health shares aren't insurance and don't come with a contractual guarantee of payment the way an HDHP does. Members share medical costs voluntarily according to the group's guidelines, which can mean more flexibility on cost but less certainty on coverage for certain conditions. It's worth reviewing a specific health share's guidelines before pairing it with DPC as an employee's primary coverage.