Great news for the healthcare industry! New legislation (H.R. 1 / Public Law 119-21) transforms the benefits landscape in 2026 with the approval of using Health Savings Account (HSA) contributions to fund Direct Primary Care (DPC) memberships and out-of-pocket DPC costs.
What Does This Mean?
This is a pivotal moment for the benefits industry, as the IRS is officially recognizing DPC memberships as qualified medical expenses. DPC memberships contain costs, prioritize the physician/patient relationship, and allow for easy access to quality care. DPC has been shown to reduce health spend up to 20 percent by carving out high-frequency primary and urgent care visits, removing these expenses from the claims stream altogether.
Benefits for Employers
For employers, this change means the opportunity to design more meaningful, cost-effective benefits plans, which will enhance employee satisfaction and retention. ROI will also improve healthcare benefits investments, reducing total healthcare spending.
Opportunities for Brokers
This legislation marks an exciting new frontier for brokers. While DPC memberships have always been available year-round, the new HSA compatibility gives brokers a compelling reason to revisit the conversation with both new and existing clients. With the ability to position DPC as a claims-free, cost-containment solution that aligns with traditional benefit strategies, brokers can now expand penetration within existing books of business, increase client retention, and introduce high-value solutions to their portfolio, all while delivering measurable value.
In a saturated market, DPC stands out as a differentiated solution that drives better outcomes and reduces total healthcare spend, making it an ideal addition to any modern benefits portfolio.
Benefits for Intermediaries
While mapping out benefits, intermediaries now have an option they might not have considered before: DPC memberships. DPC memberships are a cost-containment solution for self-funded clients, strengthening that relationship through innovative plan offerings. They can now improve underwriting outcomes and reduce pooled risk by carving out high-frequency claims while also offering innovative and scalable integration.
Benefits for Employees
Employees can now use HSA funds to cover the full cost of their Direct Primary Care (DPC) membership, including out-of-pocket expenses like visit fees, labs, and more.
This change gives employees first-dollar access to affordable, high-quality care without needing to meet a deductible. That means earlier treatment, better health outcomes, and fewer cost-related delays in care. With the financial burden of routine care removed, employees experience less stress and more peace of mind, allowing them to stay healthier, more engaged, and focused on what matters most.
Why DPC and HSA-Compatible HDHPs Pair Well
This legislation is a huge win for people with High-Deductible Health Plans (HDHPs). Instead of facing unpredictable costs, you can now use pre-tax HSA dollars for regular care through DPC. DPC and HSA-compliant HDHPs serve to bridge the gap between affordability and access, having a lasting impact on claims and utilization. DPC’s flexibility allows it to seamlessly pair with many other healthcare offerings, resulting in a simpler benefits experience that prioritizes preventative care.
Healthcare2U’s customizable hybrid Direct Primary Care memberships include the following unlimited benefits:
- Patient Advocacy Line staffed with certified medical professionals
- No-cost virtual and telephonic visits
- In-office acute care visits
- Unlimited urgent care visits
- An annual physical
- Early-stage chronic disease detection and management
- Unlimited labs for chronic disease detection and management
Let’s Bring DPC to Your 2026 Strategy
We’re already quoting for January 1st renewals and would love to explore how Healthcare2U’s DPC solutions could support your goals. Reach out to your dedicated sales representative or click here to contact us.