No. A DPC membership is not considered health insurance and does not satisfy ACA minimum essential coverage requirements on its own. If your business is subject to the employer mandate, Grove Health should be offered in addition to a qualifying insurance plan, not as a substitute for one.

If you already offer a group plan, the natural move is to add Grove Health as a supplemental voluntary benefit rather than replace anything. It’s designed to reduce claims against your existing insurance, not compete with it.

In many cases, DPC memberships can be treated as a deductible business expense when offered as an employee benefit, but the details depend on how you structure the benefit and your entity type. We'd recommend confirming with your accountant or tax advisor before finalizing your setup; we're happy to provide documentation they may need.

The office visit and physician access are included; medication costs themselves are separate and are typically run through the employee's insurance or paid out of pocket, similar to how prescriptions work with any primary care visit.

Since there's no contract, the membership can simply be cancelled or transferred to the individual to continue on their own, month-to-month, with no penalty either way.

Let us know during your consultation whether you want to extend coverage to spouses or adult dependents (must be at least 18 years old). This can be built into your employer plan, typically at an additional per-person rate.

A wellness stipend covers optional extras. Grove Health covers actual medical care: same-day sick visits, chronic condition management, prescriptions, and provider access. So it functions as core healthcare access rather than a perk.

Our physician handles referrals just like a traditional primary care doctor would. She'll refer employees to the appropriate specialist, and that visit would then run through their existing insurance, since specialist care falls outside the DPC membership.

No. Adding Grove Health doesn't modify your existing insurance policy or trigger a renewal event. It runs alongside your plan as a separate benefit, and any effect on future premiums would only show up at your insurance plan's own renewal, based on claims history.

After your employer consultation, we set a start date and walk your team through enrollment individually (either at an in-person meeting or a short virtual session) so everyone understands how to use their membership before their first visit.

Yes. We don’t require a minimum number of employees to be eligible for the Employer Partnership Plan which makes this accessible to small teams where a full group insurance overhaul isn't realistic yet.

Some small employers do use Grove Health as their primary offering when a full insurance plan isn't yet financially feasible, though we always recommend pairing it with at least a catastrophic or high-deductible plan so employees have coverage for major medical events, hospitalization, and specialist care that fall outside primary care.

Timelines vary, but many employer groups are up and running within a few weeks of their initial consultation. Schedule a call and we’ll give you a specific timeline based on your team size and start date preference.

Employers receive a single consolidated monthly invoice covering all enrolled employees, rather than separate bills per person, which keeps it simple for payroll and accounting.

Yes. Since there's no long-term contract, employers can discontinue the group arrangement at any time. Enrolled employees would be notified and could choose to continue their membership individually if they'd like.

Same-day, in-person visits require being local to the Fenton office, but telehealth (video or phone visits) and direct messaging work for employees anywhere, so remote team members can still get significant value from the membership even if they can't come in person.