From executive excellence to employee retention strategy: Why concierge medicine and/or direct primary care are now business imperatives
From executive excellence to employee retention strategy: Why concierge medicine and/or direct primary care are now business imperatives
By Dana Y. Lujan | Published: 2025-10-24 13:51:00 | Source: MedCity News
If you had told me five years ago that concierge medicine would become mainstream, I probably would have laughed. The perception was fairly consistent: it was a perk for senior leadership, a flashy perk for executives, and perhaps a recruiting chip for top talent.
But something changed. With staffing shortages, historical burnout, and rising costs, I have watched concierge medicine—and direct primary care (DPC)—move from the margins to the middle of the retention conversation. Employers don’t see it as a luxury anymore. They treat it as survival.
Burnout is not just a health care story
I’ve spent enough time with providers to know that they are stressful. But here’s the thing: Employees outside of health care have the same problem. I hear that all the time. Workers try to manage chronic problems but give up because it takes weeks to get an appointment. Parents drag their sick children to urgent care at 9 p.m., then miss work the next day. Frontline workers have completely lost their insurance net and decided it was easier to just “roll with it.”
These are not abstract HR problems. It manifests itself as absenteeism, distraction, and distraction. I still remember a conversation with an HR director in Nevada who told me that every time they lost an employee, the cost of replacing them was close to double that person’s salary. And that’s before you even talk about lost experience or the impact on team morale.
Concierge Care: Designed for today’s workforce
Here’s why it’s important. Concierge and DPC models eliminate friction. Employees get same-day or next-day access, longer appointments, and direct communication with their provider. They don’t have to turn up phone tag or rely on Google for medical advice. What they really get back is time – time at work, time with family, time to breathe.
I’ve seen the difference when employers put these programs in place. One hospitality company told me that absenteeism dropped so much during flu season that the benefit paid for itself within months. The staff comments were not related to the “Concierge” or “DPC” brand. It was about finally feeling like someone had his back.
Small employers are leading the way
Most people assume that early adopters are Fortune 500 companies. In fact, it’s often small and mid-sized companies that move first. Why? Because they feel the pain of rotation immediately. When one person leaves, there is no slack, it is felt by the entire team.
I worked with a small marketing company that developed a direct primary care concierge program. Their leadership told me frankly: “If this saves us just two exits this year, it pays for itself.” And they were right. For industries like construction, hospitality, and tech startups, this math is too obvious to ignore.
It’s about confidence, not flash
Employees don’t care about perks for the sake of status. They care about whether their company sees them or not. One HR leader said the biggest reaction wasn’t about the raise or bonus, but rather when they started offering concierge care. The staff literally stopped her in the lobby to say thank you.
This is what builds loyalty. Not another level in the PPO plan. Not another company logo. Actual support.
Show value in numbers
Service providers have a responsibility here as well. Employers don’t just want stories; They want evidence, including utilization rates, absenteeism reductions, and satisfaction scores. The message gets across: Make access easier, employees stay healthier, miss less work, and stay longer.
This is how concierge medicine or direct primary care has gone from being considered a privilege to being treated as a baseline.
The rules of the game for retention have changed
I’ve been to many meetings where the default answer to turnover is: “Let’s add a bonus.” This answer doesn’t cut it anymore. Employees want meaning, flexibility and a culture that doesn’t make them choose between health and work.
Concierge medicine and/or DPC are now part of this new playbook. It still carries a bit of mystery, but is being recognized more and more as a practical tool for keeping teams engaged and loyal. Companies willing to move beyond the old “advantage” label will be the ones with a decisive advantage – not just today, but in the uncertain years ahead.
Photo: Iboba, Getty Images
Dana Y. Logan, MBA, CHFP, CRCRHe is the founder Good linksa healthcare consulting firm that connects providers and employers to design innovative and compliant care models. With more than 20 years of experience in healthcare operations, contracting and compliance, she has advised health systems, physician groups and employers on strategies ranging from value-based contracting to direct primary care accreditation. Her thought leadership has been published on KevinMD and Medium, where she writes about innovation, compliance, and employer health strategies. She is passionate about building sustainable models that improve access, reduce costs and enhance trust between employers, providers and employees.
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