For Employers · Small Business · 1 to 200 Employees
Employee healthcare benefits your team will actually use
24/7 family telehealth, local direct primary care where available, and lower-cost labs, imaging and medications — at a predictable monthly cost per member, with no claims process and no enrollment window.
Group pricing · Voluntary or employer-funded · Works alongside existing plans · Not insurance
The short answer
Presence offers per-employee membership pricing so hourly, part-time, trades, restaurant and staffing teams get 24/7 virtual care and member lab pricing — including people a group plan usually leaves out. It is a healthcare membership, not a group health plan, and it does not replace major medical coverage. Tell us your headcount and we will quote it.
- Who it is for
- Employers covering hourly, part-time, trades, restaurant or staffing teams who are currently offering nothing.
- When it may not fit
- Employers looking for a group health plan or major medical replacement. This is a membership benefit, not coverage.
- What it costs
- Per-employee monthly membership pricing, quoted for your headcount.
- What to do next
- Tell us your headcount and we will quote it.
In an emergency call 911 or go to the nearest emergency department.
Why employers add Presence as an employee health benefit
Used, not ignored
24/7/365 access by phone or video means employees get care for everyday illness without missing a shift or waiting weeks for an appointment. Participation is what separates this from a telehealth line nobody remembers.
Real local primary care
Unlike telehealth-only employee benefits, memberships include in-person direct primary care with the same local provider for teams in the Fort Worth area.
Predictable employer cost
One per-member monthly price at group rates. No copays for included care, no claims, no renewal surprise built on last year's utilization.
Presence works for teams with rich benefits, high-deductible plans or no health plan at all. It is a healthcare membership, not insurance, and can complement whatever you offer today. It can be offered as an employer-funded benefit or as a voluntary membership your employees elect at group rates — whichever fits your payroll and headcount. There is no minimum: a single owner-employee works, and so does a 200-person hourly workforce.
What your employees actually get
A benefit is only worth what an employee can use on a Tuesday night. This is the whole list, in the order employees notice it.
Same-day care for the whole household
Unlimited 24/7/365 virtual visits by phone or video for the employee and, on household plans, their spouse and children — sinus infections, rashes, UTIs, pink eye, minor injuries, medication questions and follow-up.
A provider who knows them
For DFW-area employees, in-person direct primary care with the same provider each visit, so blood pressure, cholesterol and thyroid management stop restarting from scratch.
Costs quoted before they commit
Member cash-pay pricing on labs, imaging and many maintenance medications through participating partners — see labs & imaging savings. Paid separately from membership dues; savings vary and are not guaranteed.
No deductible math
Included virtual care has no copay, so an employee on a high-deductible plan is not weighing a $200 decision against a symptom.
Recruiting and retention value, stated honestly
Most small employers cannot win on premium dollars. What they can do is offer something a candidate understands in one sentence — 24/7 healthcare for your whole family, starting week one — and that a current employee feels the first time a kid spikes a fever at 11pm. Because this is a membership rather than insurance, it activates in days, not at the next open enrollment, so it is usable in an offer conversation this week.
We will not claim a turnover percentage or a medical-spend reduction for your company. We report aggregate utilization so you can see whether your team is actually using it, and you can judge the benefit on that.
Where this benefit lands hardest
The employers who get the most out of Presence are the ones traditional group insurance serves worst: high-turnover, hourly, part-time-heavy or field-based teams where a conventional plan is either unaffordable or barely used.
Trades, contractors & landscaping
Crews who cannot leave a job site at 10am get seen by phone in the truck instead of losing the afternoon — or skipping care entirely until it is an ER visit.
Staffing & high-turnover teams
A benefit that activates in days, not at the next enrollment window, and that a new hire can feel in week one. Useful in recruiting conversations where you cannot compete on premium dollars.
Restaurants & hospitality
Late shifts and part-time schedules make clinic hours nearly useless. 24/7 access is the only version of a health benefit that most of this workforce can actually use.
Home care & healthcare employers
Caregivers spend their day supporting other people's health while neglecting their own. Included virtual visits and low-cost labs remove the two biggest excuses.
Part-time-heavy workforces
Employees who do not qualify for your group plan can still be given something material, at a per-member price that scales with headcount.
Teams with no plan at all
If group insurance is out of reach this year, this is a credible, honest benefit you can stand behind without overstating what it covers.
Work for yourself with no employees yet? Start on healthcare for the self-employed instead — it is priced and written for owner-operators and 1099 households.
Where your people are matters more than your industry. Teams in North Texas can use both halves of the membership — DFW direct primary care and 24/7 virtual care. Illinois staff enroll through Presence Illinois virtual health and Care Days. Anyone outside those markets gets the whole family virtual health membership instead, which is virtual-only by design.
The problem this actually solves
For most small and mid-sized employers in Tarrant County, the healthcare cost story is not the premium line — it is the hours. An employee with a sinus infection loses half a day to urgent care. Someone on a high-deductible plan skips care until it becomes an ER visit. A shift worker cannot see a provider during clinic hours at all, so nothing gets managed until it becomes acute.
Presence attacks the access problem directly: unlimited 24/7 virtual care so a sick employee gets seen from home at 9pm, plus real local primary care so chronic conditions get followed by a provider who knows them. It is a benefit people use in month one, which is why participation looks different from a telehealth line nobody remembers exists.
Presence tends to fit employers with
- 5-200 employees in the Dallas-Fort Worth area
- High-deductible plans where employees avoid using care
- Hourly, shift or field teams who can't reach a clinic during business hours
- No health plan today, and a desire to offer something real
- High turnover, where a visible benefit helps retention
What Presence is not
- Health insurance, or a replacement for a group health plan
- Coverage for hospital, surgical, emergency or specialty costs
- An ERISA plan or a self-funded arrangement
- A network of clinics — in-person care is at our practice in North Richland Hills
- A promise of specific cost savings on your medical spend
How a group membership gets set up
Tell us about your team
Headcount, locations, shift patterns and what you offer today. Fifteen minutes on the phone is usually enough.
Choose a funding approach
Employer-paid for all employees, employer-paid with employee-paid household upgrades, or voluntary with employees paying their own membership at group rates.
Enroll the group
We handle onboarding communication and enrollment so HR is not chasing forms. Employees get access to 24/7 virtual care immediately.
Roll out and measure
We report utilization at the group level — how many employees are actually using care — so you can see whether the benefit is working.
Group pricing depends on headcount and funding structure and is quoted directly. Presence membership is not health insurance, does not replace a group health plan, and does not cover hospital, emergency or specialty care. Individual employee health information is never shared with employers; reporting is aggregate only.
Request employer group pricing
Employer questions
Is this insurance, or does it replace our health plan?
Neither. Presence is a healthcare membership that sits alongside whatever you offer. It covers primary and virtual care, not hospital, surgical, emergency or specialty costs.
What does it cost per employee?
Group pricing is quoted based on headcount and funding structure, starting from our published membership rates on pricing. Request a quote above and we'll send real numbers.
Can employees include their families?
Yes. Household coverage is available, and many employers fund the individual membership while employees upgrade to a household plan themselves.
Do employees need to live near Fort Worth?
Not for virtual care, which works anywhere in Texas. In-person Presence primary care is at our practice in North Richland Hills, so it is most valuable for teams in DFW.
What reporting do we get?
Aggregate utilization only — participation and usage levels. We never share an individual employee's health information with an employer.
How long does implementation take?
Small groups are usually live within days. There are no carrier filings or enrollment windows to wait for, because this is a membership rather than insurance.