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Apotheosis Health, Direct Primary Care

For the people who keep your business running

Care for your team.
Clarity for your business.

A higher renewal shouldn’t leave you choosing in the dark. Start with what you have, what your people need, and one practical next step.

No signup. No employee information. Start with the guide; add budget numbers only if you want.

Start with your situation

You don’t have to solve the whole benefits package today.

Maine approved an average 13.5% increase for small-group insurance starting January 1, 2027. Your own renewal may be different. Read Maine’s rate announcement. (opens in a new tab)

Already offering insurance

Ask for a clear comparison.

Ask your benefits adviser or broker to put the renewal and alternatives side by side: employer cost, employee cost, deductibles, drug coverage, and networks. Then ask what adding DPC would cost with each option.

Your first step

Find your renewal date and ask when decisions and employee notices are due.

Take these questions to your adviser

Not offering insurance yet

Start with what you can contribute.

A primary-care membership is one way to help your team get everyday care. An adviser can also walk you through group insurance or helping employees pay for their own. DPC alone won’t pay for a hospital stay.

Your first step

Choose a monthly amount you could sustain, then ask your adviser what rules apply.

See benefit and financial-help resources

Coverage exists, access is hard

Give people a team to turn to.

DPC can sit alongside your current insurance. Your team gets included primary-care visits, secure messaging, and a local provider who knows them.

Your first step

Ask employees whether getting primary care is difficult. You don’t need diagnoses or medical histories to start that conversation.

See what membership includes

You know your people. Their provider should, too.

A local care team is a benefit people can use.

Apotheosis is a family-owned Bangor practice led by family nurse practitioner Alley Tuttle. Other local businesses already offer our membership to their teams. We’d love to get to know yours.

Everyday care, with room to listen.

  • Unlimited included primary-care visits, annual physicals, and urgent concerns within our scope.
  • In-person and telemedicine visits, plus secure messaging between appointments.
  • Support for chronic conditions, prevention, prescriptions, and follow-up.
  • In-office blood draws and access to discounted cash-pay labs. Laboratory processing costs extra.

No copay for included membership visits. For a medical emergency, call 911 or go to the emergency department.

A clear starting point

$100 per employee / month

Current single-adult membership. Plus $75 one-time onboarding per new adult enrollment. Ask us about family options, and we’ll put the details in writing.

10% off separately priced Apotheosis services for employees of businesses that work with us, including IV iron and wellness injections. Services need a clinical visit first.

Explore a team budget
DPC membership

A place for everyday primary care

Visits, communication, and a relationship with your primary-care team.

Insurance and other benefits

Protection beyond the practice

Review hospital, emergency, specialist, prescription, imaging, and other outside-care coverage.

DPC is not insurance. Your team still needs coverage for care outside our office, and DPC doesn’t replace the coverage you offer or are required to offer.
Why access is worth exploring40.5%

lower emergency-department use among DPC members in one employer study, after adjusting for health risk.

The 2020 SOA / Milliman study was observational and involved one self-insured employer. It doesn’t establish that DPC caused the difference or promise results at Apotheosis.

Its midpoint estimate of employer plan costs, excluding administration, was 1.3% higher after membership fees and benefit changes. That’s why this guide compares real quotes rather than promising savings.

Read the study and its limitations (opens in a new tab)

A deeper dive, only if it helps

What could this look like for your team?

You can get a useful starting point with just the number of people you’d enroll. Insurance quotes are optional.

Open the optional team budget calculator

Start with just a team size. All entries stay in this page and are not saved or sent to us. No employee names or health details.

Use a whole number from 1 to 10,000 for budgeting. We’ll confirm we have room for your team.

Business monthly DPC contribution: Not entered. Annual DPC contribution: Not entered. Onboarding additional: Not entered.

Your primary-care budget

Number not entered employees · Separate adult memberships at $100/mo each.

Business pays each month

Not entered

Not entered for 12 months.

Each employee pays monthly

$0

The remaining membership amount, before any tax considerations.

One-time onboarding

Not entered

Additional. Assumes every counted employee is a new adult enrollment at $75 each. Confirm who pays.

Total membership dues for the team: Not entered/mo. The business and employees divide that amount. This uses monthly payments with no annual-prepayment discount.

Optional: compare insurance renewal quotes too

Use the business’s monthly contribution for the whole insured team, excluding employee payroll deductions. Compare the same people, coverage tiers, and contribution policy in both quotes. The DPC count can be a subset of that team.

Compare annual employer spending

Renewal insurance alone

Not entered

Renewal insurance + DPC

Not entered

Another insurance quote + DPC

Not entered

These are employer insurance contributions plus employer-paid membership dues only. Onboarding, administration, employer-funded claims or reimbursements, taxes, employee premiums, and employees’ care bills are not included. A lower business cost can mean higher costs for employees. Check those costs and coverage before deciding.

Annual employer comparison: Not entered, Not entered, Not entered.

Work backward from your renewal

What to do, and when.

Your dates come from your plan. These are planning steps, not legal deadlines, so start early and ask your adviser for the dates that apply.

  1. First: get the dates and the whole costGather the renewal, employee contribution schedule, benefit summaries, and deadlines. Ask about required notices before considering any change.
  2. Next: compare coverage and accessHave your adviser compare the same team and coverage tiers. Ask us for membership costs in writing, including onboarding, what employees would pay, and when we can welcome your team.
  3. Before anyone enrolls: get it in writingConfirm eligibility, payroll and tax treatment, HSA compatibility, who pays what, and how new hires and departures are handled.
  4. Before ending a plan: confirm the replacementCheck acceptance, effective dates, notices, and employee communication.

Employees buying their own Maine coverage: CoverME’s 2027 enrollment runs November 1, 2026 through January 15, 2027. Employer renewal deadlines may be different. Share the personal coverage timeline.

One useful conversation

Questions for your benefits adviser.

  • What are our renewal, employee election, cancellation, and required notice deadlines?
  • What does the business pay now, what would it pay at renewal, and what would employees pay? Use the same people and coverage tiers.
  • If we compare another plan, what changes for deductibles, out-of-pocket limits, prescriptions, specialists, hospitals, and dependents?
  • How would DPC fit alongside each option? Which services remain outside the membership?
  • If we fund all or part of DPC, how should eligibility, written plan documents, payroll, tax treatment, and HSA compatibility be handled?
  • Would a formal reimbursement arrangement affect employees’ Marketplace financial help? What notices and administration would it require?
  • What are the onboarding charges, employee share, start date, and service discount in the written details from Apotheosis?
  • How will employees learn to use the benefit, and who handles questions, new hires, and departures?

More places to turn

You have more than one place to turn.

IRS

Know the rules for your size

Some employers are required to offer coverage. Company size, related businesses, and employee hours can matter, so check with your adviser.

Review employer rules (opens in a new tab)

For your employees

Help beyond the workplace

Share our plain-language guide to CoverME, MaineCare, independent assistance, hospital bills, prescriptions, and 211 Maine.

Find personal financial-help resources

Sources checked September 21, 2026. Each organization sets its own rules.

Plain-language answers

The questions that usually come next.

Do we have to change our insurance to add DPC?

No. You can add primary-care memberships alongside your current plan. Your benefits adviser can help you set up how the business pays. Adding DPC doesn’t lower your insurance premium on its own.

Can we help our team if we don’t offer group insurance?

Yes. You can put money toward primary-care memberships. Your team will still need a plan for care outside our office, so talk with a benefits adviser about insurance options and the rules for your business before promising benefits.

Can the business cover part of the membership?

Yes, the business can pay all or part, and we’ll put it in writing. Decide who is eligible, who pays the rest, and what happens when people join or leave. Your benefits and tax advisers can confirm the setup; the calculator is only for budgeting.

What about HSAs?

Since January 2026, qualifying DPC memberships can work with HSA contributions, within set limits. Being able to contribute and paying qualifying fees from an HSA are separate questions, so have your adviser check the setup and any employer funding. Employees can’t pay themselves back from an HSA for a fee the business already paid.

Read the IRS DPC guidance (opens in a new tab)
Does health sharing work as an employee benefit?

Some health-sharing programs help with DPC fees or offer lower contributions, but health sharing is not insurance and payment is not guaranteed. It doesn’t replace coverage an employer is required to offer. Talk with a benefits adviser about exclusions and employee protections before offering it to a team.

Will our business see employees’ medical information?

No. This guide asks for no employee names or health information, and care stays between each employee and our team. Brad can tell you the little we need for enrollment and billing.

When you’re ready

You care about your people.
Let’s make the next step clearer.

Email us

This guide is for learning and budgeting, not tax or insurance advice. DPC is not insurance. Your benefits and tax advisers can help you set up the full benefit.