An employer will ask what DPC costs and what it gets them. Answer with numbers they can check: the monthly fee, what employees get for it, and what they spend on primary care today. Be careful with savings claims. A promise you can't back up can cost you the renewal.
Start with what they pay now
Ask what employees pay for a primary care visit today under their plan, and how often people skip care because of the cost. With a high deductible, an employee may pay the full price of a visit until the deductible is met.
Show the monthly cost plainly
Put your fee in the terms an employer uses: a cost per employee per month, and a total per year. In a made-up example, 40 employees enroll at $70 a month. That's $2,800 a month, or $33,600 a year.
Show what they get
- Visits with no copay for what the membership covers.
- Same-day or next-day appointments, if you offer them.
- Direct access to the doctor by phone or text.
- Lab and medication pricing, if you offer it.
Be exact about what's included and what isn't. Surprises after signing lead to hard renewal talks.
Be careful with savings claims
It's tempting to promise lower claims or fewer ER visits. Those can happen, but they depend on the group, the plan and who enrolls. If you share outside studies, say where they came from and that results vary. A safer promise is one you control: access, response time and what's included.
What they care about besides cost
Ask a small employer how much keeping good people matters next to the health plan bill. Ask which of these matters most to them.
Agree on how you'll measure it
Before they sign, agree on what you'll report each quarter: enrollment, visits and response times, shared as totals only. Here's a quarterly report template.
What I'd do this week
- Write your fee as a per-employee monthly cost and a yearly total.
- List exactly what the membership includes and what it doesn't.
- Remove any savings claim from your materials that you can't source.
Common questions
Can I promise the employer will save money?
I wouldn't. Describe what you control, like access and what's included, and let the employer's broker look at their claims.
Should I share my costs with the employer?
No. Share your price and what it includes. Your costs are for setting the price.
What if they compare me to an urgent care clinic?
Compare what each one includes and how often employees can use it. A membership covers ongoing care, not one visit.
Want pricing built on your real costs?
We reconcile every account every month and send your P&L and Balance Sheet by the 15th, so decisions like this start from real numbers. If that's what you need, apply to work with us.