1
You offer coverage, but it's getting harder to afford
Keep the benefit. Cut the waste. Improve access.
If you’re facing renewal increases and shrinking value, APC can reduce overall healthcare costs (often 20% or more when paired with a non-traditional health plan) while giving employees faster, more personalized primary care.
Best-fit solution: APC + a non-traditional health plan
Why it works for employers:
Predictable budgeting and less renewal shock
Employees use the benefit because access is immediate
Reduced absenteeism and avoidable urgent care/ER use
Why employees like it:
They can actually see a clinician quickly
Longer visits that resolve issues, not rush them out
Clear experience with no billing surprises for primary care
2
You offer a high-deductible HSA plan
Add real access to care without changing your entire strategy
Employees often delay care because the out-of-pocket cost feels too high. APC fills that gap by providing immediate access to primary care.
Best-fit solution: HSA plan + APC membership
Why it works for employers:
Employees can use HSA funds for primary care
Preventive care that reduces 'big claim' risk later
Ongoing support for chronic issues that drive long-term spend
Why employees like it:
HSA funds can be used to pay for DPC membership
Tax-advantaged dollars for care they'll actually use
No worrying about full visit costs
3
You don't offer coverage today
Give your team meaningful healthcare without the traditional price tag
Even when you don’t offer benefits, your employees still have healthcare needs, and it shows up in recruiting, retention, morale, and productivity.
Best-fit solution: Employer-sponsored or shared-cost APC
Why it works for employers:
Easy to explain, easy to enroll, and easy to use
A real benefit employees can feel immediately
Stronger recruiting story without breaking your budget
Why employees like it:
Offer APC as a core benefit or split the cost
Works especially well for small teams
Less time lost to untreated issues
