A New Era of Smarter, Simpler Employee Health Benefits 

How the One Big Beautiful Bill (OBBB) is Transforming the Future of Work-Sponsored Care 

On July 4, 2025, President Trump signed the One Big Beautiful Bill (OBBB) into law—marking a seismic shift in how employers can design and deliver health benefits. While some headlines focused on Medicaid reforms, the most exciting and employer-relevant outcome is this: 

Direct Primary Care (DPC) is now fully compatible with Health Savings Accounts (HSAs). 

This isn’t just regulatory change—it’s the beginning of a more flexible, affordable, and employee-first benefits era. For the first time ever, employers can subsidize DPC memberships for teams on high-deductible plans without disqualifying them from contributing to HSAs.  

DPC + HSA: A Game-Changer for Modern Workforces 

Direct Primary Care eliminates the bureaucracy of traditional healthcare, giving employees what they actually want: 

• Unlimited, direct access to trusted doctors

• Same-day and next-day appointments

• No copays, no claims, no headaches 

Now, under OBBB, DPC becomes even more powerful—because the care employees love is also pre-tax eligible.

Why OBBB Is a Game-Changer for Employers 

Before OBBB, offering DPC meant giving up HSA eligibility—a tradeoff many employers weren’t willing to make. 

Now, you don’t have to choose. 

OBBB unlocks a smarter benefits model that blends access, flexibility, and tax savings—while boosting employee satisfaction and lowering total healthcare spend.  

Research from peer reviewed studies found that organizations offering DPC experienced: 

• 54% fewer ER visits 

• 25% fewer hospital admissions 

• 13% reduction in total claims costs 

At RevDoc, we’ve built a DPC solution that’s ready for this moment—fully compliant, cost-effective, and trusted by employees. 

Let’s build a better benefits experience, together. 

What the New Law Delivers to Employers 

✅ Full HSA Compatibility: Employees enrolled in High Deductible Health Plans (HDHPs) can join DPC memberships and still contribute to their HSAs.

✅ Pre-Tax Affordability: DPC membership fees will be reimbursable through HSAs, HRAs, and FSAs starting January 1, 2026.

✅ Clear Limits for Simplicity: Monthly fees qualify as long as they are for primary care services and stay under $150/month (individual) or $300/month (family)—indexed for inflation annually. 

This is policy catching up to demand—and it finally removes one of the biggest barriers to delivering the care your team wants and needs. 

Why Forward-Thinking Employers Choose RevDoc 

At RevDoc, we’ve been preparing for this moment. Our Direct Primary Care solution was built from the ground up to meet—and exceed—federal requirements while giving employers the flexibility to offer premium care at scale. 

RevDoc’s Qualified DPC Memberships: 

✅ HSA-compliant and OBBB-ready 
💰 Priced well within federal limits 
📲 Includes same-day care, 24/7 messaging, and zero-hassle access 

Whether your workforce is onsite, hybrid, or remote, RevDoc scales with you. And now, employees can pay for care they actually use—with pre-tax dollars. 

What This Means for Employers 

This is your moment to lead with benefits that are: 

• Flexible – Pair RevDoc DPC with existing HDHPs—no plan disruption required 

• Empowering – Help employees save more while getting faster, better care 

• High-Impact – Improve retention, productivity, and preventive health outcomes 

In short, this law opens the door. RevDoc helps you walk through it—with confidence. 

Let’s Build Smarter Benefits—Together 

Don’t wait for the rest of the market to catch up. Employers who act now will position themselves as benefits innovators—offering care that employees trust, value, and actually use. 

Let’s talk. 
Ready to see how it fits into your current plan? Book a quick consult to explore the best-fit DPC strategy for your team