A clinician your employees can reach directly. Appointments the same week, and urgent care at no charge. One flat fee per person.
Not insurance, and not a replacement for it. This covers primary care — the everyday visits that don't need a hospital.
Maxfield Medical Urgent Care is in the same building, open 8am to 8pm every day of the year, and it's included for every member. That's the part employers notice first. It shows up in hours worked.
A flat monthly fee per person. The price doesn't climb because someone had a bad year, and there's no renewal increase to brace for every spring.
Same-day appointments and walk-in urgent care mean a sick employee misses part of a morning, not a whole day.
Most people have never had a clinician they could text, or been able to get seen the same day they called. That lands differently than a card in a wallet.
Day-to-day care comes from our family nurse practitioner, with an emergency physician on site and a board-certified internist consulting on the complicated cases — a range most primary care offices don't carry. Blood work beyond the twice-yearly panel is billed at our cost, with no markup.
For groups of ten or more, we bring annual and mid-year physicals on site. Your team doesn't drive anywhere, doesn't sit in a waiting room, and doesn't lose half a day to an appointment. Everyone actually gets seen, and you don't have to chase anybody to do it.
Everyone on a membership pays the same rate — the employee included. You decide how much of it the company covers, from none of it to all of it.
One person on the membership. Drops to $130 when five or more of your employees are enrolled.
Both people at $130 — $260 a month for the two of them.
Everyone on the membership, employee included — a household of four is $440 a month.
Pick a percentage and apply it across the team. Whatever the company funds isn't taxed as income to the employee, so a dollar of membership is worth more to them than a dollar of salary.
When five or more of your employees enroll, anyone on a single membership pays $130 instead of $150. Households of two or more are already at or below that rate, so nothing changes for them.
The $99 enrollment fee is waived for any employee whose membership you subsidize by at least 30%.
Employees can also join on their own at $150 a month. Whatever you fund, they keep the membership if they leave — it's with us, not with you.
Which route fits depends on one thing: whether you already offer a group health plan.
You can set up a simple reimbursement account and put money toward memberships tax-free — up to roughly $6,450 per employee a year. Your payroll company handles the setup, and each employee keeps coverage of their own.
Two options. A smaller account that sits alongside your plan, worth about $2,200 per employee a year — enough to cover an individual membership with room left. Or pay the fee as part of their compensation, which takes no setup at all.
What the company pays is a deductible business expense, and it isn't taxed as income to the employee. Whatever share they cover themselves can usually come out of their pay before tax.
You don't have to pick a structure before you talk to us. Tell us whether you offer a group plan today and what you'd want to contribute, and we'll come back with the route that fits and exactly what your accountant needs to do.
A health reimbursement arrangement. The company sets an allowance, employees submit receipts, and the reimbursement is tax-free to them and deductible to the company. Open to employers with fewer than 50 full-time-equivalent employees. The 2026 caps are $6,450 self-only and $13,100 for an employee with a family.
It cannot run alongside a group health plan — that is the whole reason the two routes are separate.
The employee needs qualifying coverage of their own; a QSEHRA cannot be anyone's only insurance. And an arrangement broad enough to reimburse a membership is general-purpose, which ends that employee's HSA contributions for the year — the same reason a general-purpose health FSA does.
For an employee buying subsidized coverage on the marketplace, the allowance reduces their premium tax credit dollar for dollar — by the full monthly amount, whether or not they spend it on premiums. For a heavily subsidized workforce, employer money largely replaces federal money rather than adding to it.
Built to sit alongside a group plan, and employees do not have to enroll in that coverage to use it. The 2026 cap is $2,200 per employee — enough to cover an individual membership with room left over.
Pay the fee as part of their pay. It costs the employee a little in tax, and it takes no setup at all — which for a small team is often the right answer.
Section 106 excludes employer-provided medical care from an employee's gross income, so the share the company funds is not wages — no income tax to them, and no payroll tax for either side.
For an employee's own share to come out before tax, the company needs a Section 125 cafeteria plan — usually the stripped-down version called a premium-only plan. Most payroll providers set one up cheaply. Without one, payroll deductions are after-tax.
Being eligible for one disqualifies that employee from contributing to an HSA for the year — even a spouse's FSA at another employer does it. It trades a small tax break for a much larger one.
Since January 2026 an employee can pay a membership from their own HSA, up to $150 a month for one person and $300 for a household. Above that the arrangement stops being HSA-compatible, which matters for larger families.
Thirty minutes. You tell us your headcount and what you spend now. We tell you what this would cost, and what it wouldn't replace.
We come to you, explain it to your team in plain language, and answer their questions directly. Nobody has to read a benefits packet.
Enrollment, scheduling first visits, records transfer. You get one invoice a month.
Send us your headcount and we'll come back with real numbers: what it costs, what it covers, and what it would replace. No obligation, and no benefits broker in the middle.
Or call (470) 239-4877
Maxfield Medical Direct Primary Care is a membership-based medical practice operating under a direct primary care agreement as defined by O.C.G.A. § 33-7-2.1. This agreement is not health insurance. It is not a health plan and is not a substitute for coverage. Membership does not cover hospitalization, specialist care, emergency services, or prescription medications. Tax information on this site is general, reflects federal and Georgia law as of 2026, and is not tax or legal advice — consult your own advisor.
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