Healthier teams. Fewer sick days. Lower total healthcare spend.
A flat-rate primary care benefit, $65–$130 per employee per month, paired with whatever insurance plan you already offer. Predictable. HRA-friendly. Your team gets a real doctor — and you stop paying urgent-care and ER bills for things primary care should have caught.
"Predictable" should mean a number.
Group health spend creeps up every year. DPC is one of the few interventions that pulls the trend line down — by handling routine care directly and keeping your team out of urgent care, the ER, and specialist offices for things that didn't need a referral. Here's what that looks like for a typical 25-person OKC company.
25-employee OKC company
Adults at the $105/mo employer rate. Numbers below the line are illustrative — we'll run yours.
Year 2 onward drops the enrollment line and trends toward break-even or positive once chronic-condition costs start showing up in the avoided column. Numbers assume mid-market salaries, current OKC urgent-care rates, and a healthy panel mix. We'll run your real numbers if you send us your headcount and current carrier.
Employer rates — and what they save vs. retail.
The discount holds across every tier, plus the enrollment fee drops from $99 to $50.
Why companies are doing this.
Six things owners and benefits leads tell us mattered most after they signed.
This is the simplest way to start. ~$100 per employee per month gives your team a real primary-care doctor — without taking on a full group plan, a broker, or ERISA paperwork. Many of our smallest employer partners use Foundations as the entire benefit, and pair it with an HSA-compatible high-deductible plan their team buys individually.
Predictable monthly cost
You know exactly what you'll pay per employee. No surprise claim pass-throughs, no end-of-year adjustments, no broker renewal calls.
Pairs with what you have
Foundations sits alongside your existing health plan. We're not a replacement for catastrophic coverage — we're the primary care side of it, done right.
Less time out of the office
Most issues handled by text or a same-day visit. Fewer half-day "doctor's appointments" that turn into a whole afternoon.
HRA-friendly, in plain English
ICHRA — a reimbursement account that lets employees buy their own coverage and get reimbursed tax-free. Works great with DPC. QSEHRA — similar, for businesses under 50, capped at $6,350/single or $12,800/family in 2026. We'll connect you to a broker who handles the paperwork.
Tax treatment, briefly
Employer fees are an ordinary business expense — fully deductible. Structured as a non-discriminatory benefit, the membership generally isn't taxable income to the employee. Your CPA will confirm against your specific structure.
Local, not a tele-vendor
Your team can walk in. The doctor knows their names. We're four blocks north of downtown OKC — close enough that a 30-minute appointment fits in a lunch break.
The same membership any Foundations patient has.
At the negotiated employer rate. Once they're enrolled, the experience is identical — a real primary care doctor, accessible without the front-desk friction.
- Direct access to a doctor by phone, text, email, video
- Same-day and next-day visits — no urgent care line
- Annual physical, chronic-condition management, women's health
- Wholesale-priced labs and medications
- In-office procedures (skin lesions, joint injections, suturing)
- Reduced enrollment fee: $50 / person
- HSA/FSA-eligible under federal law (Jan 1, 2026)
- Optional family add-on at standard family-cap rates
From handshake to first visit in two to three weeks.
No big benefits-portal integration. Most of the timeline is just letting your team schedule their initial appointments.
Quote & agreement
You send headcount and rough age mix. We send a tailored quote and a one-page employer agreement. Sign and you're set.
Roster & rollout email
You send a roster. We send a one-page enrollment link your team can complete in 5 minutes. You get a flyer to post in the breakroom or share on Slack.
First visits begin
Employees book their initial visits at their convenience. Most are seen within the first month. Telehealth available for anyone who can't get in.
One monthly invoice
You get one invoice per month from Foundations with a per-employee line. Adds and removes happen at the start of the next billing cycle.
Real OKC small businesses, real numbers.
22-person OKC professional-services firm
Switched April 2025. Replaced their previous urgent-care reimbursement program with Foundations memberships for the full team. In the first nine months, the company processed zero urgent-care reimbursement requests from staff — down from a typical 8–12 per quarter.
"My team stopped going to urgent care. I stopped getting random $500 reimbursement requests on Mondays. The math made itself."
Questions we get on the first call.
What's the minimum group size?
Five employees for the employer rate. Below that, we'd just enroll people individually at the standard retail rate — still a great option for owner-operated businesses with one or two employees.
Do we need to drop our existing health plan?
No. Foundations is a primary-care benefit that pairs with whatever you already offer — group plan, individual coverage, ICHRA reimbursements, or nothing. We're not catastrophic coverage; we're what catastrophic coverage doesn't do well.
Is enrollment all-in or opt-in per employee?
Either model works. Most employer partners offer it as opt-in with a one-page enrollment. A few offer it as a default benefit with employees opting out if they prefer to keep their existing PCP.
What if an employee leaves the company?
They drop off your invoice on the next billing cycle and can convert to a retail Foundations membership without a gap if they want to keep seeing the same doctor. We handle the transition directly with them.
How does billing work?
One monthly invoice from Foundations to the company with a per-employee line. Adds and removes happen at the start of the next billing cycle — no proration headaches.
Are dependents included?
Optional. Many employers cover the employee and let them add spouses or kids at the standard family-cap structure (capped at $300/month per household at retail; we'll talk through options).
What about 1099 contractors?
Yes — we work with several OKC businesses that offer Foundations as a perk to their 1099 workforce. There's no W-2 wrinkle, and it's a meaningful retention play for businesses that can't legally offer benefits to contractors.
How Foundations fits your benefits stack — by IRS rule.
The 2025 federal change made DPC a qualified medical expense for HSAs, FSAs, and HRAs. Here's the plain-English version of each pathway, with primary sources at the bottom for your CPA or benefits broker.
HSA — your employees can pay with HSA dollars
As of January 1, 2026 (One Big Beautiful Bill Act + IRS Notice 2026-05), employees with an HSA can use HSA dollars tax-free to pay their Foundations membership — up to $150/month per individual or $300/month per household. Foundations rates fit comfortably under the cap.
ICHRA — Individual Coverage HRA
Reimbursement account that lets your employees buy their own coverage and get reimbursed tax-free. Works great paired with DPC: employee buys an HDHP individually, you reimburse via ICHRA, DPC fees flow through. No size limit on the company.
QSEHRA — for businesses under 50 employees
Tax-free reimbursement for individual coverage premiums and qualified medical expenses (including DPC fees). 2026 caps: $6,350 self / $12,800 family. Simpler administration than a group plan, no carrier required.
FSA / Section 125 cafeteria plan
If you run a Section 125 cafeteria plan with a Health FSA, employees can pre-tax their DPC payments through payroll. Pre-tax dollars cover the membership; employee saves on income & FICA, employer saves on FICA match.
Direct employer payment
If you pay Foundations directly on behalf of an employee, the fees are an ordinary business expense — fully deductible to the company. Structured as a non-discriminatory benefit (offered uniformly), the membership generally isn't taxable income to the employee. Your CPA confirms against your specific structure.
Important limit on bundling
Per IRS Notice 2026-05, an HDHP cannot pay for or bundle the DPC membership pre-deductible — the DPCSA must be provided outside the HDHP. In practice: the employer (or HRA) pays Foundations directly; the insurance plan doesn't pay it on the employee's behalf. That's already how Foundations works.
This is general information, not tax or legal advice. Always verify with your CPA, benefits broker, or ERISA counsel before structuring a benefit based on what you read here. Tax treatment depends on your specific corporate structure, plan documents, and how the benefit is offered.
Primary sources you can cite
Hand these to your CPA or benefits broker.
- IRS Notice 2026-05 (PDF) The official Treasury/IRS guidance issued December 9, 2025 — defines a "Direct Primary Care Service Arrangement," sets the $150 / $300 monthly caps, and clarifies HSA compatibility. →
- KPMG TaxNewsFlash — Notice 2026-5 analysis KPMG's plain-English breakdown of how the new HSA eligibility rules under OBBBA work for individuals and employers. →
- Groom Law Group — A Big, Beautiful Break for HSAs Detailed legal analysis of the OBBBA HSA provisions and the implementing IRS guidance, written by employee-benefits attorneys. →
Ready to run your real numbers?
A 20-minute call with Dr. Emily and our employer lead. We'll talk through your headcount, what you currently offer, and whether this is a fit. No long sales process — just a clear answer to "would this work for our company?"