Investing in Employee Benefits Education is Beneficial to Both Employees and Employers

Benefits education and direct primary care not only lower costs for self-funded groups but can result in a healthier workforce, more thoughtful benefits utilization, and improved retention. When employers actively encourage their employees to prioritize their health, they also foster a culture based on healthy living. This encouragement can result in better health outcomes for their employees and motivation to take ownership of their health.

By understanding their benefits and how to access them, employees are more likely to utilize them correctly. For example, an employee who doesn’t understand their coverage may delay medical care, resulting in an expensive serious illness. To empower employees, brokers can add navigation and advocacy services to a self-funded plan to guide employees through their coverages and memberships to help them select the proper care. The combination of benefits education and navigation services can lead to thoughtful utilization and prevention of unnecessary urgent care and emergency room visits, which in turn shields the claims reserve from unnecessary claims.

In addition to lower health costs, well-executed employee health programs can boost recruitment and retention efforts. A MetLife study found that 51 percent of employees who feel that their health is holistically considered were more likely to stay at their current organizations for at least one more year and would recommend their current company as a good place to work.

Free self-funded health plan infographic download image

Further enhance cost savings with direct primary care

Employees are empowered to make meaningful lifestyle changes by providing health and benefits education, which creates a domino effect that positively impacts costs, morale, recruitment, and retention. These results are enhanced when combined with additional services focused on preventative care, early detection, and chronic disease management — like direct primary care. Employees with unlimited access to primary care for an affordable monthly membership fee are more likely to establish care with a primary care physician. This affordable access encourages employees to take an active role in their health and manage preventable conditions before they manifest into something more serious. Employers also benefit from this arrangement, as their claims reserve is protected from the services provided within the DPC ecosystem.

A hybrid DPC solution that benefits all

With Healthcare2U’s DPC membership, members have unlimited nationwide access to affordable primary and urgent care, virtually or in-office, unlimited treatment and management of chronic diseases, and round-the-clock telehealth. Navigation and advocacy are also built into the membership, ensuring that members always have a bilingual certified medical professional to guide them through their benefits, care options, and appointments. This combination of benefits diverts primary, urgent, and early-stage chronic care away from the self-funded plan, allowing employers to reserve those funds for more costly claims. Employers also save on their stop-loss insurance.

Healthcare2U can be implemented in organizations of all sizes and structures at any time during the plan year. If you’d like more information about helping self-funded clients implement a direct primary care solution, contact Healthcare2U today.

Health Benefits Education and Direct Primary Care Can Lower Costs for Self-Funded Groups

Self-funded plans are a great way to offer customizable benefits that employees want and need while lowering healthcare costs. Most brokers agree that self-funding is in the best interest of their larger clients’ long-term strategies. However, 52 percent said their fully insured clients remain fully insured because of the perception there is too much risk in self-funding. This perceived risk stems from misunderstanding the self-funded strategy and stop-loss protection.

Free self-funded health plan infographic download image

A well-run self-funded health plan — that operates at the most efficient level and maximizes cost savings — requires buy-in from executive leadership, who understand the importance of expense management, employee education, continuous communication, and a preventive health strategy. By using claims data to create a unique benefits plan and educating employee populations about their personal health and employer-sponsored coverage, employers can shield the self-funded plan from costly claims and result in better health outcomes for their workforce.

The cost of preventable health conditions on a self-funded plan

As we continue to see healthcare costs increase, employers are relying on benefit advisors to help manage their expenses. Before deciding on a cost containment strategy for clients, it’s essential to understand the cost of preventable health conditions and employee claims data.

Preventable chronic conditions are a significant contributor to the costs of health insurance premiums and employee medical claims. Four of the costliest health conditions (and one-third of all deaths) are related to heart disease and stroke. These conditions cost our healthcare system $216 billion annually and cause $147 billion in lost productivity on the job. However, these conditions don’t materialize overnight and often result from years of poor health.

Since most costly health conditions are preventable, brokers should pair self-funded plans with preventative care services. One of the significant advantages of self-funded plans is that employers have the claims data to make informed decisions and the flexibility to combine and remove services that address the unique needs of their employees. However, preventative care and chronic disease related claims can slowly chip away at claims reserves, leaving little for more significant claims or enough to roll over into the following year. Including a product like Direct Primary Care (DPC), which provides unlimited primary care visits for a flat monthly fee, can help shield reserves from an entire category of claims by absorbing the costs of routine preventative care. This type of membership can also help employees who are dealing with a chronic disease by providing affordable visits and encouraging them to actively manage their health. By deflecting claims for preventative care and chronic disease management, plan costs are significantly lowered.

Disconnect in benefit offerings and understanding 

Brokers can help their clients create a perfect benefits plan. Still, the plan won’t deliver the desired results if the employees don’t understand the benefits terminology, how to access and utilize their benefits, or how their benefits impact their health.

survey conducted by LIMRA found that 53 percent of employees felt that their employer didn’t communicate their medical benefits well. This lack of understanding can result in the underutilization or misuse of benefits and frustration from employees. Brokers should encourage their clients to continuously communicate their benefit offerings throughout the year, using several channels to reach all employees. Communications should cater to each employee cohort and highlight what matters most to them. Usage examples can also help employees determine which benefits to use for specific situations.

In addition to benefits education, employees need to understand how their benefits impact their overall health, present and future. Multiple studies have confirmed that regular primary care visits result in better health over the long term, but few people go to regular visits. found that 1/3 of Americans avoid regular doctor appointments, citing insurance coverage and costs as a primary reason. Employers can address this issue by highlighting the costs of commonly used benefits and incentivizing employees to visit their Primary Care Provider (PCP). Beyond the doctor’s office, educational materials regarding chronic conditions and prevention should also be included in regular communications throughout the year, such as a monthly email campaign to employees.

In our next blog post, we will briefly discuss how employee benefits education is beneficial and critical to a self-funded health plan. Read further here.

Americans are Five Times More Likely to Experience Increased Stress Levels During the Holidays

A study by the American Psychiatric Association found that Americans are severely stressed around the holidays. Why does it seem like everyone is stressed, anxious, or depressed around the happiest time of the year?

We’ll explore why people say they’re feeling like this during the holiday season, some quick tips for coping, and how your primary care physician (PCP) can help diagnose and treat these issues.


Why Americans were stressed and anxious during the holiday season
Here are a few reasons why people say they stress during the holidays:

  • Stress about finances (gift giving, traveling, etc.)
  • Not being around loved ones or feeling lonely
  • Negative social and family dynamics

Of all the contributing factors, the greatest — accounting for 37 percent of stress — is the financial strain people experience around this time. Expenses such as flights, groceries, and gifts for loved ones can strain finances and leave people feeling like they’ve overspent or embarrassed if they couldn’t afford these items.

Another major factor that plays into holiday financial stress is inflation. According to the Federal Reserve Bank of St. Louis, the average price of holiday gifts drastically rose in the past few years, with gifts in 2021 costing 6.9 percent more than the previous year. The projected cost for 2022 is set to rise another 3.4 percent.

It’s important to note that these stressors can lead to depression. Sometimes stress, anxiety, and depression all happen at once, and one condition may cause the other to appear or worsen. Balancing these issues is complex, and the first step is acknowledging which condition you’re struggling with and what stressors are causing that struggle.


How do we combat holiday anxiety and stress?
It can depend on the severity, but sometimes you can try a few options to reduce your holiday stress. If you’re still feeling stressed after trying these tips and are experiencing anxiety or depression, you need to take further steps to manage it.

Coping mechanisms to reduce stress:

  • Set realistic expectations and goals for the holiday season.
  • Make time for yourself to relax.
  • Keep track of holiday spending. Overspending could lead to more stress and, in turn, depression.
  • Limit your drinking. Drinking alcohol in excess can exacerbate your anxiety or depression.
  • To combat any loneliness you might experience, try volunteering.


How your primary care physician can help diagnose and treat your stress and anxiety
Are you having trouble coping on your own? The good news is that your primary care physician can diagnose and prescribe medication for anxiety and depression if your issue is more than just typical holiday stress. Depending on the severity, they might refer you to a therapist, as sometimes it is beneficial to combine medication with therapy. But remember, the first step is as simple as contacting your PCP; you don’t need a specialist to get this done.

At Healthcare2U, our Direct Primary Care (DPC) membership is a low-cost, easy-to-use option for people who want access to care but can’t afford the exorbitant cost of health insurance. Our membership also simplifies access to primary medical care, eliminating confusion when navigating healthcare. With our DPC membership, you get access to physicians across the nation, any of which can diagnose your anxiety and depression and recommend methods to help you cope and manage it.

Contact us to learn more about how Healthcare2U’s DPC membership can help you.

How Benefit Design Can Help Employers Remain Competitive

Job seekers now have more bargaining power than ever, and employers are taking a benefits-focused approach to hiring and retention.

Over the past couple of years, the workforce has undergone multiple changes in employee expectations. A renewed focus on health benefits, well-being, and culture has widened the gap between what employees want and what their employers offer. This gap has resulted in higher turnover and a higher risk of losing quality talent. With more than half of US employees considering leaving their current employers, businesses are working with benefits agents to create customizable benefit designs that will attract and retain talent.


Health benefits are more important than ever

According to the CDC, 60 percent of adults have a chronic disease, which accounts for 90 percent of the nation’s healthcare expenditures. Combined with financial challenges brought on by inflation, many workers are looking to their benefits package to help alleviate the financial toll of healthcare expenses. Health benefits are a growing priority for the workforce, with many reporting that they play a vital role in deciding whether to stay with their company or move on to a new one. In fact, 60 percent of employees said health benefits were an important reason to stay with their current employers. Regarding job opportunities, 48 percent said health benefits were an important reason to join a new company. The same study found that when benefits met employee needs, employers saw a 30 percent boost in retention.


Employers are enhancing their benefits to remain competitive

Fortunately, most employers have noticed this renewed interest in health benefits and are now looking to enhance their benefits offerings for 2023. One popular enhancement employers are considering is virtual care solutions beyond traditional telemedicine, with 40 percent planning to offer a virtual primary care network or service. This benefit will be well received by many job seekers and existing employees— especially those with chronic conditions. Another concern for employers is part-time and contract employees, who are likelier to switch jobs for a slight pay increase. A fifth of large employers have begun to focus primarily on benefits packages for this audience. As these employers review their benefits, they’ll be looking to their agents to provide new solutions that are cost-effective and customizable.


An alternative benefit that fits today’s workforce

New problems require new solutions, so employers need to explore alternatives to traditional health benefits. One potential healthcare solution for these groups may be implementing a Direct Primary Care (DPC) membership. With a direct primary care organization like Healthcare2U, employers can provide virtual primary care and unlimited in-office visits nationwide to full-time, part-time or contract employees. These benefits fall under the monthly membership fee, so no claims are generated or submitted to the employer’s health plan.

Health benefit design is critical to recruitment and retention efforts, so benefits that can seamlessly integrate with existing health plans are vital. DPC memberships are flexible, maximize cost savings, and greatly enhance existing health plans, like High Deductible Health Plans (HDHPs), Minimum Essential Coverage (MECs), Self-Funded, and Level-Funded plans. Part-time and contract workers are also eligible for membership at any time of the year, even if they don’t qualify for the company’s health plan.

On top of all these advantages, Healthcare2U’s DPC membership includes a concierge element. Members who are sick or need care call our Patient Advocacy Line (PAL), and our bilingual Patient Advocates navigate them through their care options and next steps.

Contact us today if you’re looking for a product that addresses the evolving needs of today’s workforce and provides concierge-level care to members nationwide.

Prediabetes: When to Worry About the Precursor to Diabetes

Even if you haven’t been diagnosed with diabetes,
you may have prediabetes.

Have you ever heard of prediabetes? Few have, but it is an issue that — if left untreated — can evolve into a diabetes diagnosis. There are two types of diagnoses: type 1 and type 2. Type 1 diabetes often results from an autoimmune reaction and usually appears in adolescents and young adults. In contrast, type 2 develops over many years and is typically a result of poor diet and lack of exercise. What many people don’t know is that, if an individual has prediabetes, they are 70 percent more likely to end up developing type 2 diabetes. Let’s cover prediabetes’ risk factors, available tests, and the treatments for this sneaky precursor to diabetes.


What is Prediabetes?

Prediabetes is when your blood sugar levels are higher than usual but not high enough to be categorized as type 2 diabetes. A staggering 1 in 3 Americans has prediabetes. Of those people, more than 80 percent don’t know they have it.

What are the Risk Factors?

While there are usually no symptoms for prediabetes, the following list includes risk factors:

    • Being overweight
    • Being 45 years or older
    • Having a family member with type 2 diabetes
    • Being physically active less than three times a week
    • Ever having gestational diabetes (diabetes during pregnancy) or giving birth to a baby who weighed more than nine pounds
    • Having polycystic ovary syndrome

Race and ethnicity are also factors. According to the CDC (Centers for Disease Control) African Americans, Hispanic/Latino Americans, American Indians, Pacific Islanders, and some Asian Americans are at higher risk.

Blood Tests Available

If you have any risk factors listed above, the CDC suggests following up with your primary care physician to test your blood sugar levels. The following are blood tests available to check for prediabetes:

  1. Glycated hemoglobin (A1C) test — This test indicates your average blood sugar level for the past two to three months.
  2. Fasting blood sugar test — A blood sample is taken after fasting for at least eight hours (or overnight).
  3. Oral glucose tolerance test — This test is less commonly used than the others, except during pregnancy. You’ll fast overnight and then drink a sugary liquid at the primary care provider’s office or lab testing site. Blood sugar levels are then tested periodically for the next two hours.

How to Treat Prediabetes

The good news regarding prediabetes is that it can be reversed through lifestyle changes if caught early. If you are concerned or have tested within the prediabetic range, have a conversation with your primary care physician. In the meantime, here are a few common steps to begin treatment for prediabetes:

  • Eating healthier
  • Deal with stress
  • Lose excess weight
  • Exercise at least 150 minutes (about two and a half hours) a week
  • Stop smoking
  • If you’re at considerable risk, your healthcare provider may recommend medication

Prediabetes is a problem far more prevalent than you may think, and it has alarming statistics to back it up. One issue contributing to these statistics is people do not realize that prediabetes has no symptoms, and you can live with it for years before it develops into a more serious condition. Due to a lack of education, among other reasons, many people delay seeking medical care unless a condition is seen as urgent.

Delaying medical care can have serious repercussions, especially regarding chronic diseases. At Healthcare2U, we aim to eliminate barriers to primary care and the ongoing treatment of manageable disease states. Our Direct Primary Care (DPC) membership offers unlimited treatment and management of 13 chronic diseases, including diabetes. Membership is an affordable way to — not only manage chronic diseases — but to access care before a serious illness develops. Click here to learn more about how Healthcare2U’s membership benefits our members.

An Affordable Healthcare Alternative for Non-Benefited Employees

Employers are the principal source of health insurance in the United States1, however, most Americans are unable to afford basic health care expenses. Under the traditional fee-for-service model, individuals must meet deductibles or pay expensive copays to see a primary care physician. In addition to employees who can’t afford their health plans’ deductible and copays, there are employees who can’t afford the health plan at all or don’t qualify due to employment status (non-benefited employees). Traditional health offerings leave a large pool of people off the table and those left outside looking in still want access to healthcare coverage.

Part-time employees, 1099 workers, and individuals living in healthcare deserts can benefit from direct primary care (DPC) models. Here, we’ll explore these unique situations and how DPC may be a great alternative for these groups.

Inaccessibility in Rural America

According to a report by the U.S. Department of Health and Human Services, rural residents are more likely to die from heart disease, cancer, and stroke than individuals living in urban areas. Due to the distance to medical providers, limited transportation, and limited appointment availabilities, many rural Americans are not able to receive preventive and screening services, urgent care, or timely treatment of illnesses2.

DPC encourages members to build relationships with their board-certified primary care physicians, in-office or virtually. This relationship is critical to a healthy life because frequent visits with primary care providers can result in lower health costs3, fewer hospitalizations4, and early detection of chronic conditions. The virtual component would be especially beneficial to members living in healthcare deserts, as they can access a physician 24/7 from their own homes. Quality primary care is now available without geographic or financial barriers.

Underinsured Retail Workers

Part-time employees often do not qualify for their employer’s health plans, leaving them to find coverage elsewhere or remain uninsured. According to a recent survey, the retail industry has the least number of qualifying employees at 55%5. DPC would be a great alternative to traditional healthcare for the remaining 45% in this industry and the dependents of all.

Since the average hourly pay in retail is $15.356, it is likely that retail workers forego doctor visits, routine screenings, and prescriptions due to associated costs. Another barrier to consider is time and availability as retail hours do not fall within the traditional business hours of 9-5. For a low monthly fee, these workers can enroll in a DPC program for them and their dependents that offers unlimited primary care visits, urgent care visits, and 24/7 virtual care, giving them peace of mind that they have access to a board-certified physician whenever they need one.

Freelance Workforce Continues to Grow

Most people believe that freelance work is sporadic and short-term, however, a report by ADP has found that more than half of 1099 contractors work for the same company for 12 consecutive months7. Even though freelancers are spending longer periods of time with the same company, 1099 workers don’t qualify for most employer health plans.

The report predicts that the freelance workforce will continue to grow. 70% of respondents have said that they are freelancing by choice, and 60% will continue to do so for the next 3 years8. With more companies hiring freelancers in a variety of industries, additional benefits will be crucial to attracting quality 1099 workers. The great benefit for freelancers is that DPC is not only affordable but flexible and portable. Due to its non-insurance membership structure, DPC can be added at any time of the year. Additionally, frequent travelers or those who work odd hours can access a board-certified physician in all 50 states or 24/7 virtual care. By offering DPC, companies can better attract and maintain good working relationships with freelancers, all at a low cost.

An Affordable Alternative

Healthcare2U’s hybrid direct primary care was created to address the issue of inaccessibility to quality primary care, provided by board-certified family care physicians and internists. For a low monthly fee, we offer unlimited in-office, virtual, and urgent care visits. This model encourages members to see a physician regularly, build a relationship with their primary care provider, and potentially detect underlying issues before the onset of a serious illness. Additionally, DPC seamlessly integrates with existing benefit plans already in place, enhancing the employees’ current coverage and providing an alternative for 1099 and part-time employees.

For more information about how DPC can provide quality care for employer groups, contact Healthcare2U.


1, 5 KFF Employer Health Benefits 2021 Survey (

2 US Department of Health and Human Services Rural Action Plan (

3 High-Touch Care Leads to Better Outcomes and Lower Costs in a Senior Population (

4 Investing in Primary Care: A State-Level Analysis (

6 Occupational Employment and Wage Statistics (

7, 8 ADPRI Illuminating the Shadow Workforce (

Direct Primary Care is a Win for Brokers, Employers, and Employees

Research shows that fragmented healthcare is twice as expensive as an integrated care approach. This is mostly the result of unnecessary testing and excessive use of medication. With traditional benefits options like insurance, employees and employers bear the weight of these escalating costs.

Direct Primary Care (DPC) provides businesses with a solution that seamlessly integrates with existing benefit plans as a gap solution for group employers or serves as an alternative benefit plan for variable hour employees (including 1099 workers), keeping employer expenses low while diminishing the financial impact of high deductibles and expensive out-of-pocket costs.

DPC utilizes an integrated benefit model to overcome affordability restrictions of modern-day healthcare and to address long-standing accessibility barriers to managing preventative care, chronic conditions, and new health issues in a timely fashion before emergencies arise.

Direct Primary Care is a distinctive healthcare membership that provides: 

  • Affordability: A no-claims membership coupled with aligned patient/physician incentives drive affordability—enabling employers to offer lower care costs, empower employee health, and deliver better patient experiences.
  • Accessibility: Unlimited access to network physicians during business hours; 24/7 access to telehealth specialists; and primary, chronic, and urgent treatment from anywhere reduces patient avoidance and provides peace of mind.
  • Transparency: Upfront fixed pricing gives the transparency to empower patients to make smart, budgeted healthcare decisions—preventing post-visit surprise charges or opaque payment responsibilities.
  • Mobility: A nationwide footprint drives primary care mobility to better service members while transferring medical records between network physicians for every visit—eliminating care fragmentation and chances for misdiagnosis.

As healthcare costs and care fragmentation increases, employers continue to struggle with expense challenges while patients face long wait periods for acute illnesses, higher copays, and premiums. DPC is a viable solution to these barriers.

Brokers can help fully insured and self-funded employers.

Fully insured employers, self-funded employers, and those who employ variable hour and underinsured staff struggle more and more with these challenges. Benefits brokers can partner with direct primary care providers like Healthcare2U to help employer groups meet the challenges of fragmented healthcare and escalating costs.

Healthcare2U was created to meet these employer struggles and can seamlessly integrate with existing benefit plans already in place, allowing them to easily onboard employees, reduce skyrocketing expenses, and encourage healthy living while preventing disease.

Key Benefits for Brokers:

  • Better health outcomes for employees, reducing expenses for employers.
  • Provide employers with high-quality, affordable benefits, lowering healthcare costs that help keep employers competitive.
  • Establish trust by equipping employers with information to make sound decisions on how to structure a mixture of healthcare memberships and insurance coverage for their employees.
  • Achieve level commission to provide an additional resource to fund enrollment teams and educational enrollment information for employees.

Key Benefits for Employers and Employees:

  • Gain control of health spend by eliminating insurance claims to offset high deductibles and lower the costs of providing quality healthcare for employees.
  • Achieve healthcare price transparency to better budget and make more informed buying decisions.
  • Establish and nurture long-term doctor relationships.
  • Better health outcomes, improving productivity and reducing employee absenteeism.
  • Reduce unnecessary care and build employee trust by aligning the interests between both network physicians and employees
  • Offset out-of-pocket costs, diminishing the financial impact of high deductible health plans (HDHPs).
  • Accelerate healing with timely access to treatment, reducing waiting periods and lost time.
  • Detect diseases and issues sooner, so employees get faster treatment.

Direct primary care is a powerful tool brokers can use to address the pain points of employers large and small. To learn how you can increase commissions and provide top-notch service to clients, contact Healthcare2U.

A New Healthcare Offering for Uninsured Children

School-aged children (ages 6-18) make up almost 75 percent of the uninsured children in the U.S.  Lack of proper healthcare can contribute to serious health conditions later in life, and many feel more should be done to address the crisis of healthcare inequality for children.

The number of children with health coverage in the U.S. declined for the third consecutive year in 2019, according to census data—and that was during a period of economic growth. The pandemic also ushered in sweeping job losses that cost many families their health coverage, with certain parts of the country feeling the impact more than others.

With nearly 4.3 million children uninsured as of 2020, families need more accessible options. It appears the future health of the American population is at risk unless families at the bottom of the socioeconomic ladder can find a solution to the healthcare crisis. Here we’ll examine the importance of addressing care inequality for children and how to eliminate the disparities.

The Importance of Preventive Care

According to a report published by the Centers for Disease Control and Prevention (CDC), millions of infants, children, and adolescents in the United States do not receive essential clinical preventive services. The report revealed large disparities in the receipt of clinical preventive services between insured and uninsured children. Hispanic children were also less likely than non-Hispanic children to have reported vision screenings.

Preventive healthcare services delivered by primary care physicians support healthy development in children. Because primary care is the foundation for good health, these services prevent and detect conditions and diseases in their earlier, more treatable stages and significantly reduce the risk of illness, premature death, disability, and expensive medical care in the future.

Newborns and children usually see doctors more than adults because their needs change as they grow. According to the CDC, 32 percent of children’s visits to the doctor are for preventive care. Without access to essential healthcare services and screenings, sick children become even sicker adults with chronic conditions and other illnesses that could have been prevented.

Wellbeing Starts Early

Primary care doctors care for adults and younger patients, including well-child visits and vaccinations, and provide care for illnesses, injuries, and other disorders. Having one doctor who tends to the whole family’s needs can be especially helpful when family members share the same health issues. Understanding your family’s health history and learning how to course-correct is invaluable, but when so many can’t afford health coverage, is this a luxury reserved only for affluent families? Not anymore.

Even when employees are fortunate enough to have health coverage through their employer, many can’t afford to cover their dependents. Premiums escalate for every family member added to a health plan. Because of the cost, many are forced to choose between keeping their lights on or providing healthcare for their children. For this reason, many have turned to direct primary care (DPC).

DPC is an affordable option for employees, but it can also be implemented as a dependent-only alternative. The employee can keep their employer-paid plan and choose primary care and chronic disease management for their spouse and children at an affordable monthly rate.

Meaningful Benefits for Families

More than 50 percent of the annual visits made to doctors in the U.S. are with primary care providers because primary care is comprehensive. As such, direct primary care (DPC) can offer significant benefits to families with uninsured children or dependents.

Since DPC isn’t health insurance, there are no expensive monthly premiums, deductibles to meet, or costly copays. The member, or their employer, pays a low monthly fee for a healthcare membership that includes unlimited primary care office visits, telehealth, and virtual care for little-to-no out-of-pocket costs. Direct primary care providers like Healthcare2U even offer DPC memberships for employees that have been laid off or furloughed.

With a nationwide network of primary care providers, they’ve also eliminated geographic barriers to care. So regardless of where people live, they can get primary care and preventive screenings for their families at a very affordable cost.

It’s vitally important for employees to understand the scope of their health and their children’s health. Staff can’t function at their best when they are sick or worried about a sick child who can’t get needed care. By providing an affordable alternative like direct primary care, employers can provide peace of mind for employees and reap the rewards of productivity and increased employee morale.

If you’d like more information on implementing DPC to end care inequality for children and employer groups nationwide, contact Healthcare2U for more details.

Hope for Escalating Healthcare Costs

With the U.S. healthcare expenditure expected to reach $6.2 trillion by 2028, government leaders, healthcare leaders, business leaders, and American citizens share concerns about being able to provide quality healthcare to the population while being fiscally responsible.

Unfortunately, employers and employees will be the ones carrying those costs. Employers want to build comprehensive health plans while still protecting their profits. Employees want healthcare options that don’t place the burden of escalating costs on their shoulders.

One solution, Direct Primary Care (DPC), will be crucial. Small and large businesses alike will be looking to add DPC for three reasons: The low cost for primary care is essential, the pandemic has highlighted the importance of telemedicine, and part-time and seasonal workers still need healthcare.

DPC Protects Employers

One of the major concerns for employers with self-funded health plans is the cost of covering claims after their employees seek healthcare. There’s no way to predict how much employees will utilize their health plans, so this wildcard can wreak havoc on employers’ bottom lines if protection isn’t built into the health plan.

Direct Primary Care protects employers by diverting claims for acute care, chronic disease management, and urgent care away from health plans. Employers can give their employees affordable access to primary care to maintain health and manage chronic diseases without the risk of shock claims after the fact.

In addition to making health plans more affordable for employers, DPC also makes getting quality healthcare more accessible for employees. There are no deductibles to meet when seeing a primary care physician, and office visits are often free or cost a minimal fee.

Necessary Benefits

For years, many have sought to keep patients with non-urgent health issues out of emergency rooms to control costs. Because of a global pandemic, telemedicine and virtual care have taken center stage. Finding such care through a traditional health plan can still be costly, but when it’s included at no cost to the employee through a DPC plan, it suddenly becomes the obvious choice. Utilizing telehealth and avoiding the emergency room protects patients’ wallets, and employers avoid claims from E.R. visits for their employees.

Whether employees are gig workers, full-time, part-time, or seasonal, employers can provide them meaningful benefits through direct primary care. Families need access to affordable primary care. And during this unprecedented time, employers and benefits brokers have access to affordable DPC plans through providers like Healthcare2U.

If you’d like more information about helping employers implement a direct primary care solution, contact Healthcare2U today.

Give Employers an Affordable Complement to HDHPs

The American healthcare system has become a giant institution characterized by skyrocketing costs and ineffective care. Insurance companies pressure doctors to keep patient visits brief and make the connection between doctors and patients more transactional than relational.

When health issues arise, people often choose whichever option is least expensive and convenient instead of using the healthcare system the way it was designed. You may be asking why there are so many people without adequate healthcare, even though they have health insurance. Here we’ll explore the issues with health insurance and healthcare, how to use the healthcare system effectively, and why insurance seems to be falling short.

The Cornerstone of Primary Care

Primary care is designed to be the cornerstone of maintaining good health. Ideally, a patient would have an ongoing relationship with a primary care physician (PCP) to establish a baseline of information regarding their health. During annual physicals or other routine visits, a PCP could quickly discern when something is off and put the patient on the path to recovery with appropriate recommendations, whether it be a simple prescription or referral to a specialist.

Catching cancer or other potentially fatal diseases early saves lives, but if a person has no relationship with a primary care doctor, conditions often go undiagnosed until it’s too late. One of the significant reasons people no longer have relationships with a primary care physician is because of mounting out-of-pocket costs. For example, high deductible health plans (HDHPs) require patients to meet a certain deductible before coverage begins. If a patient can’t afford to go to the doctor because they haven’t paid enough to meet the deductible on their insurance plan, healthcare is still inaccessible to them—even with health insurance.

Why the Insured Feel Uncovered

The healthcare industry is comprised of medical professionals, hospital systems, and pharmaceutical companies that should be dedicated to maintaining and restoring the health of their patients. The way these professionals set their prices has a direct effect on the costs of health insurance. Studies show high drug prices and overpriced services are a major source of waste in healthcare spending—to the tune of $241 billion per year. Unfortunately, other factors like fraud and administrative costs also drive up the price of insurance.

Employers and employees both end up feeling the burden of claims-based health insurance. Premiums and deductibles get higher and higher to offset the costs for insurance providers, and employers pass these costs on to employees because they can’t sustain them in the long run. In short, people end up with high deductible health plans (HDHPs) they can’t afford to use.

For 2022, HDHPs include deductibles with total yearly out-of-pocket expenses that max out between $7,050 for individuals and $14,100 for families. These limits set by the IRS don’t include the expenses from out-of-network services.

An Affordable Alternative

There are ways to give people access to quality primary care, whether they have insurance or not. Direct primary care (DPC) plans have been reintroduced with 21st Century conveniences like Virtual DPC to rebuild the relationship between primary care doctors and patients. By serving as a gap solution to HDHPs, DPC offers employees affordable access to healthcare without having to meet a deductible. It also eases the financial burden for employers because they don’t have to pay insurance claims on the back end.

Employers pay a flat monthly fee for their employees’ membership to the plan, and their people get unlimited doctor visits for minimal costs. With chronic disease management included in some DPC memberships, people with manageable pre-existing conditions like diabetes don’t have to worry about being denied membership. And they can still use their HDHP for services that go beyond primary care in the event of a major catastrophe.

Just because a person has health insurance doesn’t mean they have healthcare. With all of the turmoil in the insurance industry, benefit agents are being forced to explore new healthcare solutions for their clients. DPC is providing peace of mind by helping many get the care they deserve.

To learn more about expanding your business with direct primary care, contact Healthcare2U.