Since Jan 1, 2026, an employee can have a direct primary care membership and still put money in an HSA, as long as the fee is $150 a month or less ($300 for a family). That's from the One Big Beautiful Bill Act, with IRS guidance in Notice 2026-5 (Dec 2025). Before this, a DPC membership could cost someone their HSA eligibility. Two things people liked had trouble sharing a wallet. What changed for 2026 (IRS Notice 2026-5): 1. DPC: a fixed periodic fee, primary care only, under the $150/$300 monthly cap. HSA money can pay the fee tax-free. 2. Bronze and catastrophic individual plans now count as HSA-compatible, including off-Exchange versions of plans sold on the Exchange. 3. Telehealth before the deductible no longer breaks HSA eligibility. That change is permanent. The fine print on #1: 1. If the membership includes prescription drugs other than vaccines, procedures that need general anesthesia, or labs outside normal primary care, it doesn't meet the definition. 2. It's judged by the membership terms, regardless of what the employee actually uses. 3. DPC fees don't count toward the health plan's deductible or out-of-pocket max. 4. If the company pays the fee, the employee can't also reimburse it from the HSA. Item 1 is where I'd slow down. Read the membership agreement before anyone calls it HSA-safe. 2026 HSA limits for context: $4,400 self-only, $8,750 family (IRS Rev. Proc. 2025-19). The HSA and the DPC doctor can finally be in the same room. Read the agreement before you introduce them. @Steelmanmedical @AtlasMD @LighthouseDPC @DrEricB