Better employee health. Lower healthcare spend. No insurance required.

Yes. Aquarian Health partners with employers of any size across Florida to offer Direct Primary Care (DPC) as a standalone benefit or layered on top of an existing health plan. Employers get a dedicated Advanced Primary Care (APC) specialist, a custom proposal, and an employer dashboard for enrollment and utilization — from small local businesses to organizations like the Jacksonville Transportation Authority.

Aquarian's employer Direct Primary Care plans start at $75 per employee per month for groups up to 200, dropping to $65/employee/month for 201–800 employees and $60/employee/month for 801+. Pricing includes unlimited primary care, same-day access, telehealth, and quarterly population health reporting — no copays, claims, or per-visit billing. Volume pricing applies automatically for teams of 25 or more.

Employers layering Aquarian DPC onto an existing plan typically see roughly a 20% reduction in medical claims, driven by shifting care out of the ER and specialist settings into primary care, plus productivity and retention gains. Employers who replace fully-insured coverage with a DPC-anchored, self-funded plan see 20–25% total spend reduction. Peer Advanced Primary Care programs report 2.5×–3.7× ROI and $2,000–$2,500 saved per employee per year.

Either. Most employers layer Aquarian DPC on top of their current health plan — employees keep their existing coverage and choice of specialists, and DPC simply adds unlimited, same-day primary care that reduces downstream claims. Other employers use DPC as the foundation of a new self-funded or captive plan, paired with a high-deductible wrap for hospitalization and specialty care. DPC enrollment is always voluntary for employees.

Yes. As of January 1, 2026, the One Big Beautiful Bill Act made DPC a qualified HSA expense nationwide — HSA-eligible employees can use tax-free HSA funds for DPC fees as long as the monthly fee stays at or below $150 for individual coverage or $300 for family coverage (IRS Notice 2026-05). Aquarian's DPC pricing falls within these limits. Confirm specifics with your benefits counsel or tax advisor.

If an employer pays or subsidizes the DPC fee, it's generally treated as part of an ERISA welfare benefit plan — standard documentation and reporting apply, and Aquarian works with your broker or TPA on compliance. DPC alone isn't minimum essential coverage under the ACA and doesn't satisfy the employer mandate by itself; employers typically pair it with an ACA-compliant group plan, ICHRA, or health share. Confirm your specific mandate status with your broker.

Yes, and no. Florida passed SB 80 / HB 37 in 2018 (codified at Fla. Stat. § 624.27), explicitly defining direct primary care agreements as medical contracts — not insurance — as long as the agreement meets statutory requirements around flat fees, cancellation terms, and disclosures. That means Aquarian doesn't need an insurance license, and employers don't need special carrier approval to offer DPC as a benefit.

DPC isn't an insurance-based plan, so commission isn't rewarded the same way it would be with a fully-insured premium sold by a broker. Aquarian works with brokers to form a partnership that helps deliver better healthcare access and value to employers in their ecosystem — whether that's as an add-on to a current coverage plan or within a captive. The broker earns their general commission on the larger plan that's paired with Aquarian; Aquarian serves as the value add, not an increase in commissionable revenue.

Aquarian works with employers of virtually any size — from 5-person teams to 1,000+ employee organizations — because DPC isn't medically underwritten and doesn't require a minimum participation percentage the way fully-insured group plans do. Pricing is tiered by headcount rather than gated by enrollment thresholds, and employees opt in individually. Smaller and self-funded employers often see the clearest ROI, since traditional group underwriting has historically priced them out.

Most Aquarian employer partners are fully onboarded in under three weeks: about a week for the proposal call and custom plan design, a week to sign the agreement and configure the enrollment portal, then employee activation via bulk CSV import or individual enrollment. After launch, employers get ongoing utilization and outcomes reporting through the Aquarian employer dashboard.