The direct primary care (DPC) physician typically chooses the DPC model out of a desire to spend more time with patients and less time with third-party paperwork, especially that dealing with insurance companies. So, many DPC physicians may be hesitant to reach out to employers to explore the idea of partnering their practice. However, the DPC practice must also find ways to become financially stable and partnering with employers to provide healthcare to their employees can be an effective way to do just that.
The DPC practice that wants to partner with employers should emphasize the advantages for those employers and their employees. By most estimates, employers that contract with DPC practices to provide healthcare to their employees can save up to 40% on their healthcare costs. In fact, some employers are willing to pay the entire cost of the DPC membership for their employees because they are saving so much overall.
In addition, the employees benefit by being able to see an independent physician who is able to spend more time with each one, developing that critical patient-physician relationship that can lead to better health outcomes. Employees are healthier and employers benefit from reduced absenteeism as well as an increased opportunity to recruit with the enhanced benefit.
DPC physicians who cater their practices to employer groups benefit from the opportunity for a captured patient panel. The practice becomes easier to grow with virtually guaranteed patient membership. The independent physician who works with employers can maintain the sanctity of the DPC model, while enjoying a solid, predictable income.
Independent physicians who partner with employer groups also have the opportunity to become an advocate for healthcare within the employee population group. Offering more personalized care, tracking each patient’s medical progress and/or challenges, and spending more time with each patient on preventive care can benefit the physician, the employee, the employer, and the community as a whole.