Retain Employees with Amazing Primary Care 

Much like car insurance isn’t meant to be used for regular maintenance, neither should your expensive health insurance. This is why ClearHealth Medical partners great with a high deductible/catastrophic plan or a healthcare plan like Sedera Health. Large cost-savings can be made with self-insured plans.

ClearHealth Medical is your employee’s first stop for any primary healthcare need. Our doctors can handle up to 90% of member’s needs in-office, like colds, flus, physicals, labs, urgent care services, chronic disease management and much more. This can lead to fewer urgent and emergent claims to the employee’s health plan, which can result in lower premiums for the employer.

ClearHealth Medical fee’s are simple and predictable. We charge employer’s a low membership PEPM (per employee per month). Without the added expense of billers, admin and high overhead, we can provide exceptional care for less. For less than the cost of a single ER visit, you can give your employee an entire year of unlimited primary care. This lowers overall number of claims which can lower your premiums the following year.

For small employers, offering ClearHealth Medical gives you a unique value proposition in the marketplace which can lead to lower employee turnover and high employee satisfaction. Less turnover means a healthier bottom line.

For large employers we work with Virtuous Benefits to provide a fully ACA compliant set of benefits that does not have a co-pay, deductible, or require co-insurance. Just straightforward honest coverage.

No, unlike traditional restrictive insurance you can enroll your team members at any time.

ClearHealth Medical payment options are flexible. Most employers choose to pay the entire membership for their employees. Some of our small business customers choose to pay a percentage, like 50%, and ask the employee to pay for the rest.

No, ClearHealth Medical does not require any type of insurance plan to be integrated.

It’s recommended that our members combine their DPC membership with some of type of catastrophic coverage for the remaining 10-20% of catastrophic needs, however this does not have to be a traditional insurance plan. Many are opting to partner DPC with medical cost sharing or go all in with a self-funded benefits plan. Reach out to learn more about this exciting new option.