Direct Primary Care (DPC) as a High‑Value Employer Benefit
Strengthen Your HDHP. Protect Employee Access.
High‑Deductible Health Plans lower premiums—but often discourage employees from seeking care due to out‑of‑pocket costs. Delayed care leads to higher downstream expenses and reduced productivity.
Direct Primary Care (DPC) removes that barrier.
At Hennessay Medical, employees receive unlimited access to Dr. Hennessay for a predictable monthly fee—no copays, no surprise bills, and no deductible concerns for primary care.
Fact Sheet: Implementation Guide
Why This Matters for Employers
HDHP lowers premiums.
DPC protects access to care.
When paired together:
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Employees do not delay care due to out‑of‑pocket costs
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Minor issues are addressed before becoming costly problems
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Chronic conditions are managed proactively
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Urgent care and fragmented care visits decrease
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Productivity and morale improve
Healthcare becomes usable—not just available. This structure protects both your healthcare spend and your workforce performance.
What Employees Receive
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Unlimited office, video, phone, and email consultations
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Same‑ or next‑day appointments for urgent needs
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In‑office blood draws
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Comprehensive annual wellness exams
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Annual wellness labs and condition‑specific screenings
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Direct secure messaging via the OnPatient portal
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Longer, holistic, quality‑focused visits
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Care exclusively with Dr. Hennessay
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Predictable monthly healthcare costs
Enrollment is intentionally limited to maintain same‑day access and personalized scheduling, including after‑hours flexibility when needed.
By spreading healthcare expenses evenly throughout the year, employees avoid sudden months with $500+ in visit costs from multiple appointments.
A Distinct Retention & Recruitment Advantage
Healthcare is one of the most valued workplace benefits. Offering DPC alongside an HDHP demonstrates a genuine investment in employee wellbeing—not just cost containment.
Employees experience:
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Faster access
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Strong physician relationships
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Financial predictability
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Less frustration navigating the system
The result: higher satisfaction, stronger loyalty, and a competitive edge in recruiting and retaining top talent.
Membership & Employer Incentive
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Ages 18–39: $199/month
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Ages 40–64: $249/month
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Ages 65+: $299/month
A 12‑month initial commitment applies, then membership renews annually.
A 5% discount is available when employers enroll 20 or more employees.
Employer Credit Option
If employees pay their own DPC membership, employers can:
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Offer a monthly health benefit credit or stipend to offset part or all of the membership fee
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Contribute to an employee’s HSA to support overall medical expenses
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Provide reimbursement through a compliant health reimbursement arrangement (HRA) structure
This approach preserves HDHP premium savings while visibly investing in employee access to care.
Membership fees may be paid using HSA or FSA funds (consult tax advisor). DPC complements existing insurance and is commonly paired with catastrophic or HDHP PPO plans.
For employers interested in implementing Direct Primary Care as a strategic, retention‑focused health benefit, please contact Hennessay Medical at dpc@hennessaymedical.com to discuss options.