Survey: Employees are open to DPC offerings -- Now it’s time to get employer buy-in
Direct primary care (DPC) puts physicians and patients in charge of healthcare decisions by removing insurance from the doctor-patient relationship. As we look to spread the DPC message and enroll more patients into DPC programs, one of the main hurdles we face is employer buy-in. However, implementing a DPC practice comes with numerous benefits for employees and employers alike.
We recently conducted a survey of 1,000 U.S. consumers to understand their awareness of -- and interest in -- DPC and want to share more of our findings here along with the major benefits.
Attract new employees
First and foremost, amongst today’s job market and the “Great Resignation,” healthcare offerings that tout lower costs and better physician relationships can be a differentiator for companies. In the survey, more than 80% of respondents would be likely to sign up for an all-inclusive direct primary care plan if given the chance, indicating an appetite for this type of care.
Additionally, employers can tout some of the benefits of DPC when trying to attract new talent: superior service, money-savings, and 24-7 care access. In today’s competitive job market, healthcare benefits can be a differentiator for employers -- and DPC is a standout choice for providing workers with quality and lower-cost care.
Retain current employees
The benefits of DPC to employers don’t just apply to new hires—employee retention is also a top concern for companies right now and finding a competitive and comprehensive benefits program is top-of-mind for workers. We found that employees are more likely to try DPC if their employer makes it a core part of their benefits package (rather than an add on service).
While it’s obvious that those on the job hunt closely examine employer health benefits, considering ways to up-level current offerings can be a great tool for businesses to help keep existing employees happy, especially during a time of heightened health awareness. There may be some education for those who are unaware of how a DPC program can benefit them (about 68% of consumers are unfamiliar with DPC), but the chance to give employees all-inclusive primary care is a great benefit offering that doesn’t have to break the bank.
Of the largest corporate expenses, healthcare benefit programs typically come second only to payroll, and these costs continue to increase. Knowing that rising healthcare costs can put a strain on smaller businesses, adding DPC doesn’t necessarily mean that employers are on the hook for higher costs. First, 61% of workers in our survey indicated they would be willing to contribute up to $50 each month, with 29% offering to pay between $1-$20 per month and 32% saying between $20-$50. This demonstrates how employees would value an all-inclusive primary care option -- employers wouldn’t necessarily need to cover the full cost of providing DPC options, but could still reap the rewards.
Second, the potential for ROI with DPC offerings is significant: we’ve worked with employers who have saved 11% per employee per month and up to $913 per member annually. That doesn’t even include additional savings from improved recruitment and retention and lower absenteeism. While it may take some time to increase awareness of DPC, the clear monetary advantage is an incentive for employers to begin offering these types of plans.
So employers: what are you waiting for? Consider adopting the DPC model to protect your employees’ health and break out of the status quo of traditional fee-for-service offerings, with their misaligned incentives, lack of transparency, and ever-increasing costs. Not only will the high-quality DPC offering entice current or future employees, but the predictable and affordable costs will have you wondering why you didn’t switch years ago. Contact your benefits advisor or email email@example.com to learn more about DPC practices near you.