Rising healthcare costs and frustration with traditional insurance models are pushing Total Rewards leaders to look for better options. In 2025, a mid sized employer adopted a Direct Primary Care model that offers unlimited primary care through a simple membership structure, paired with upfront pricing to reduce inefficiencies common in fee for service care.

Within the first year, the approach led to fewer emergency room and urgent care visits, lower administrative burden, more predictable costs, and increased use of preventive care. The result was measurable savings and a more accessible healthcare experience for employees.

Rather than treating those savings as a cost win alone, the organization reinvested them back into the benefits program. Healthcare was kept more affordable, wellness offerings expanded, and the overall Total Rewards experience improved. This reinvestment helped build trust, boost satisfaction, and reinforce a culture of care.

Key Takeaways

• See how a mid sized employer rethought healthcare delivery
• Understand where Direct Primary Care can drive savings and engagement
• Learn how reinvesting savings can strengthen the employee experience
• Explore communication practices that support trust and adoption