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Still Working at 65? What You Need to Know About Medicare

Turning 65 is a significant milestone that triggers Medicare eligibility, but if you’re still working, you face important decisions about when to enroll. The intersection of employer-sponsored health insurance and Medicare creates a complex landscape that requires careful navigation to avoid coverage gaps and costly late enrollment penalties.

At PromiseCare Medical Group, our network of over 60 primary care doctors and 400+ specialists across Riverside County regularly guides patients through these critical Medicare enrollment decisions. Understanding your options when you’re still working at 65 can save you thousands of dollars and ensure continuous, comprehensive healthcare coverage.

Understanding Medicare Eligibility at Age 65

Medicare is the federal health insurance program that becomes available when you turn 65, regardless of your employment status. The program consists of several parts that work together to provide comprehensive coverage:

Medicare Part A (Hospital Insurance) covers inpatient hospital care, skilled nursing facility stays, hospice care, and some home healthcare services. Most people qualify for premium-free Part A based on payroll taxes paid during their working years through the Federal Insurance Contributions Act (FICA).

Medicare Part B (Medical Insurance) covers doctor visits, outpatient care, preventive services, and medical equipment. Unlike Part A, Medicare Part B requires a monthly premium that most beneficiaries pay, though the amount can vary based on income levels.

Medicare Part D (Prescription Drug Coverage) provides prescription medication coverage through private insurance companies approved by Medicare. This coverage requires a separate premium and helps reduce out-of-pocket costs for medications.

Medicare Advantage (Part C) represents an alternative to Original Medicare offered by private insurance companies. These plans combine Parts A, B, and often D into a single comprehensive package, frequently including additional benefits like dental and vision coverage.

Your Primary Care Provider at PromiseCare Medical Group can help you understand which combination of Medicare coverage best aligns with your healthcare needs and financial situation, especially when coordinating with employer-sponsored health insurance.

The Critical Decision: Employer Coverage vs. Medicare

When you’re still working at 65, the size of your employer and the quality of your group health plan coverage become determining factors in your Medicare enrollment strategy.

Large Employers (20+ Employees)

If you or your spouse work for an employer with 20 or more employees, you can delay Medicare enrollment without penalty. Your employer’s group health plan serves as primary coverage, meaning it pays medical claims first. In this scenario, Medicare would pay secondary if you chose to enroll in both.

Dr. Sarah Chen, a primary care physician with PromiseCare Medical Group, explains: “Many of our patients who work for large employers find it beneficial to delay Medicare Part B enrollment since they’re already covered under comprehensive employer plans. However, we always recommend enrolling in premium-free Part A as a backup, unless they’re contributing to a Health Savings Account.”

The key advantage of this arrangement is the Special Enrollment Period (SEP). When your employment ends or you lose employer coverage, you have an eight-month window to enroll in Medicare without facing late enrollment penalties. This flexibility allows you to maintain employer coverage while planning your retirement transition strategically.

Small Employers (Fewer than 20 Employees)

The rules change significantly if your employer has fewer than 20 employees. In these cases, Medicare becomes your primary insurance at age 65, with your employer plan providing only secondary coverage. Failing to enroll in Medicare can leave you with substantial coverage gaps because your employer plan may not pay benefits until Medicare pays first.

PromiseCare physicians frequently counsel patients at smaller companies to enroll in both Medicare Part A and Part B at age 65 to ensure proper coordination of benefits and avoid unexpected out-of-pocket expenses.

Medicare’s Initial Enrollment Period Explained

Your Initial Enrollment Period (IEP) is a seven-month window that begins three months before the month you turn 65, includes your birthday month, and extends three months after. This represents your first opportunity to enroll in Medicare without penalty.

If you’re receiving Social Security retirement benefits before age 65, the Social Security Administration automatically enrolls you in Medicare Parts A and B when you turn 65. You’ll receive your Medicare card approximately three months before your 65th birthday.

However, if you’re still working and not receiving Social Security benefits, you must actively decide whether to enroll during your Initial Enrollment Period or delay until you retire. This decision should factor in your current health insurance coverage, your employer’s size, and your specific healthcare needs.

The timing of your enrollment within the Initial Enrollment Period affects when your Medicare coverage begins:

Special Enrollment Periods: Your Safety Net

The Special Enrollment Period provides crucial flexibility for workers who delay Medicare enrollment while covered under employer-sponsored health insurance. This eight-month window begins when your employment ends or when your employer group health plan coverage terminates, whichever occurs first.

It’s essential to understand that COBRA continuation coverage, retiree health benefits, and severance packages do not qualify as active employment for Special Enrollment Period purposes. If you transition from active employer coverage to COBRA, your eight-month Special Enrollment Period begins at that transition point, not when COBRA eventually ends.

Dr. Michael Rodriguez, a PromiseCare specialist in geriatric medicine, emphasizes: “We see patients make costly mistakes by assuming COBRA extends their Medicare enrollment window. The Special Enrollment Period clock starts when active employment ends, which means COBRA recipients should enroll in Medicare promptly to avoid late enrollment penalties.”

Health Savings Accounts and Medicare: A Complex Relationship

Health Savings Accounts offer significant tax advantages for individuals enrolled in high-deductible health plans, but Medicare enrollment immediately ends your eligibility to contribute to an HSA. This creates a planning challenge for employees who want to maximize HSA contributions while approaching Medicare eligibility.

The Six-Month Retroactive Rule

When you enroll in Medicare Part A after age 65, your coverage can be retroactive up to six months, but not earlier than the month you first became eligible. This retroactivity rule means you must stop HSA contributions six months before enrolling in Medicare to avoid excess contribution penalties from the Internal Revenue Service.

For example, if you plan to enroll in Medicare when you retire at age 66, you should cease HSA contributions six months before your planned enrollment date. Any contributions made during the retroactive coverage period are considered excess contributions subject to a 6% excise tax.

Strategic Considerations for HSA Users

Many PromiseCare patients working past 65 with high-deductible health plans face a difficult choice between maximizing HSA contributions and enrolling in premium-free Medicare Part A. While Part A comes at no cost for most people, enrolling prevents future HSA contributions.

Key factors to weigh include:

PromiseCare’s internal medicine specialists work with patients to analyze their individual situations, considering factors like current health status, family medical history, medication needs, and financial circumstances to make informed decisions about HSA contributions and Medicare timing.

Understanding Medicare Late Enrollment Penalties

Missing your enrollment windows can result in permanent financial consequences through late enrollment penalties. These penalties increase the longer you wait to enroll and continue for as long as you have Medicare coverage.

Part B Late Enrollment Penalty

If you don’t enroll in Medicare Part B when first eligible and don’t qualify for a Special Enrollment Period, you’ll pay a 10% premium increase for each 12-month period you delayed enrollment. This penalty adds to your monthly Part B premium for life.

For example, if you delayed enrollment by 24 months, your Part B penalty would be 20% above the standard premium. With the 2025 standard Part B premium at approximately $174.70 per month, a 20% penalty would add $34.94 monthly—or $419.28 annually—to your costs indefinitely.

Part D Late Enrollment Penalty

Medicare Part D has its own penalty structure. Unless you maintain creditable prescription drug coverage (coverage at least as good as standard Medicare Part D), you’ll face a penalty calculated by multiplying 1% of the national base beneficiary premium by the number of months you delayed enrollment.

This penalty might seem modest initially, but it compounds annually and applies for the entire time you maintain Medicare drug coverage. PromiseCare pharmacists regularly review patients’ medication needs and help evaluate whether employer drug coverage qualifies as creditable to avoid these penalties.

Coordinating Employer Coverage with Medicare

When you have both employer coverage and Medicare, understanding which coverage pays primary and which pays secondary prevents billing issues and ensures maximum benefit coordination.

Coordination of Benefits Rules

For large employer plans (20+ employees), your employer coverage pays primary while you’re actively working, and Medicare pays secondary if you’ve enrolled. This means your employer plan processes claims first, and Medicare may cover some remaining costs.

Once you retire or lose employer coverage, Medicare becomes your primary coverage. Any retiree health benefits your former employer provides would then pay secondary to Medicare.

For small employer plans (fewer than 20 employees), Medicare always pays primary once you’re eligible at 65, regardless of your employment status. Your employer plan becomes secondary coverage.

Questions to Ask Your Human Resources Department

PromiseCare physicians recommend patients gather specific information from their employer benefits department before making Medicare enrollment decisions:

  1. How many full-time employees does your company have? This determines whether your employer plan pays primary or secondary to Medicare.
  2. Will your employer coverage change if you enroll in Medicare? Some plans reduce benefits or increase premiums for Medicare-eligible employees.
  3. Does your employer offer retiree health benefits? Understanding what coverage continues after retirement helps plan your Medicare enrollment strategy.
  4. Is your prescription drug coverage creditable? Your employer must provide annual notices indicating whether their drug coverage meets Medicare’s creditable coverage standards.
  5. What is the employer contribution toward premiums? If you’re paying a large share of group plan premiums, Medicare might be more cost-effective.
  6. Does the plan cover services Medicare doesn’t? Some employer plans provide dental, vision, or other benefits Medicare doesn’t cover, which might influence your decision to maintain both coverages.

The Role of Primary Care in Medicare Navigation

PromiseCare Medical Group’s primary care physicians serve as essential partners in helping patients navigate Medicare enrollment decisions. Our doctors understand that Medicare choices intersect with overall health management, chronic condition care, and preventive medicine strategies.

Comprehensive Health Assessment for Medicare Decisions

Before making Medicare enrollment decisions, PromiseCare physicians conduct thorough health assessments that consider:

Current Health Status: Evaluating existing conditions, medication needs, and anticipated healthcare utilization helps determine whether employer coverage or Medicare better meets your needs.

Family Medical History: Understanding hereditary health risks informs decisions about coverage levels and the importance of maintaining comprehensive benefits.

Preventive Care Needs: Medicare provides extensive preventive services at no cost. Our physicians help patients understand how Medicare’s preventive benefits compare to their current employer coverage.

Specialist Care Requirements: For patients with chronic conditions requiring regular specialist visits, PromiseCare’s network of over 400 specialists ensures continuity of care regardless of whether you choose employer coverage, Medicare, or both.

PromiseCare’s Medicare Advantage Partnership

PromiseCare Medical Group partners with multiple Medicare Advantage plans available in Riverside County, including plans from Aetna, Alignment Healthcare, Anthem Blue Cross, Humana, and United Healthcare. This means patients who choose Medicare Advantage can maintain their relationships with PromiseCare physicians while accessing enhanced benefits like:

Dr. Jennifer Park, a PromiseCare family medicine physician, notes: “Our participation in multiple Medicare Advantage networks gives our patients flexibility in choosing plans that fit their budgets and healthcare needs while continuing to receive care from physicians who know their medical histories.”

Medicare and Chronic Condition Management

For patients with chronic conditions like diabetes, heart disease, or hypertension, Medicare enrollment decisions carry additional weight. Medicare provides comprehensive chronic condition management benefits, but understanding how these compare to employer coverage requires professional guidance.

Medicare’s Chronic Care Management Programs

Medicare covers various chronic care management services that help patients with multiple chronic conditions coordinate their care effectively. These services include:

PromiseCare’s care management team specializes in helping patients with chronic conditions optimize their Medicare benefits. Whether you have diabetes requiring regular endocrinology visits, cardiovascular disease needing cardiology follow-up, or multiple conditions requiring complex care coordination, our team ensures seamless transitions between employer coverage and Medicare.

Prescription Drug Coverage Considerations

For patients taking multiple medications, especially expensive specialty drugs, prescription drug coverage quality becomes paramount. Medicare Part D plans vary significantly in their formularies (lists of covered drugs), tier structures, and cost-sharing requirements.

PromiseCare physicians and pharmacists work together to review patients’ medication regimens and help select Part D plans or Medicare Advantage plans with drug coverage that provide optimal formulary coverage at the lowest cost. This personalized approach considers:

Transitioning from Employer Coverage to Medicare

When employment ends and the transition from employer coverage to Medicare begins, proper planning prevents coverage gaps and ensures continuity of care.

The 8-Month Window Timeline

Your Special Enrollment Period provides an eight-month window beginning when your employment ends or when employer coverage terminates. PromiseCare physicians recommend enrolling in Medicare Part B at least 1-2 months before your employer coverage ends to ensure seamless coverage transition without gaps.

Here’s why early enrollment matters: Medicare Part B coverage doesn’t begin immediately upon application. If you apply during your eight-month Special Enrollment Period:

Documentation Requirements

When enrolling in Medicare after working past 65, you’ll need to complete form CMS-L564 (Request for Employment Information) in addition to your standard Medicare application. This form, completed by your employer, verifies that you had group health coverage based on current employment, protecting you from late enrollment penalties.

PromiseCare’s patient services team assists patients in gathering necessary documentation and understanding the enrollment process. We’ve found that proactive preparation prevents delays and ensures smooth coverage transitions.

Maintaining Continuity of Care

One advantage of receiving care through PromiseCare Medical Group is the continuity maintained regardless of insurance changes. Whether you’re transitioning from employer coverage to Medicare, moving from Original Medicare to Medicare Advantage, or changing Medicare Advantage plans, your PromiseCare physicians remain your consistent healthcare partners.

This continuity is especially valuable for patients with:

Medicare Advantage vs. Original Medicare for Working Seniors

When transitioning from employer coverage, understanding the difference between Original Medicare and Medicare Advantage helps you choose the coverage structure that best fits your needs.

Original Medicare (Parts A & B)

Original Medicare provides traditional fee-for-service coverage allowing you to see any doctor or specialist who accepts Medicare nationwide. This flexibility appeals to patients who:

With Original Medicare, most patients add Medicare Part D for prescription coverage and many purchase Medicare Supplement Insurance (Medigap) to cover cost-sharing requirements like copayments and coinsurance.

Medicare Advantage Plans

Medicare Advantage plans, also called Part C, combine Medicare Parts A and B (and usually Part D) into comprehensive packages offered by private insurance companies. These plans typically:

PromiseCare Medical Group participates in multiple Medicare Advantage networks, ensuring our patients who choose these plans continue receiving care from our physicians. Our experience with various Medicare Advantage plans allows us to guide patients toward options that provide:

Special Circumstances and Considerations

Some situations create unique Medicare enrollment challenges requiring specialized guidance from PromiseCare’s physicians.

Delaying Social Security Benefits

If you plan to delay claiming Social Security retirement benefits past age 65 while continuing to work, you won’t be automatically enrolled in Medicare. You must actively apply for Medicare during your Initial Enrollment Period or Special Enrollment Period.

Many financial advisors recommend delaying Social Security benefits past full retirement age to maximize monthly benefit amounts. PromiseCare physicians help patients coordinate Medicare enrollment strategies with Social Security timing decisions, ensuring healthcare coverage doesn’t suffer while optimizing retirement income.

Disability Medicare Before 65

If you’re receiving Social Security Disability Insurance (SSDI) benefits, you become eligible for Medicare after 24 months of disability benefits, regardless of age. When you later turn 65 while still working, you may already have Medicare coverage, creating different considerations for employer coverage coordination.

PromiseCare’s physicians work with disability patients to understand how Medicare rules change at age 65 and whether maintaining both Medicare and employer coverage makes sense for their situations.

Spouse Coverage Considerations

If you’re covered under your spouse’s employer health plan, the same large employer (20+ employees) vs. small employer (fewer than 20 employees) rules apply. However, you must each make individual Medicare enrollment decisions when reaching age 65.

PromiseCare family medicine physicians often counsel couples through coordinated Medicare enrollment strategies that consider:

Financial Planning for Medicare

Understanding Medicare costs helps you make informed decisions about enrollment timing and coverage choices.

Medicare Part A Costs

Most people qualify for premium-free Medicare Part A based on work history. However, Part A includes deductibles and coinsurance:

Medicare Part B Costs

The standard Part B premium is $174.70 monthly in 2025, but high-income beneficiaries pay more through Income-Related Monthly Adjustment Amounts (IRMAA). Additionally, Part B includes:

Medicare Part D Costs

Part D premiums vary by plan but averaged $46.50 monthly in 2024. Plans also include:

PromiseCare physicians help patients project their potential Medicare costs based on current health status, medication needs, and anticipated healthcare utilization, comparing these projections against current employer coverage costs to determine the most cost-effective approach.

PromiseCare’s Comprehensive Support for Medicare Transition

Navigating Medicare enrollment while working requires expertise spanning healthcare delivery, insurance regulations, and personal financial planning. PromiseCare Medical Group provides comprehensive support through this transition:

Educational Resources

Our network offers Medicare education programs throughout Riverside County, providing:

Personalized Health Assessments

Every PromiseCare patient approaching age 65 receives a comprehensive health assessment that:

Insurance Coordination Assistance

PromiseCare’s patient services team helps with:

Continuity Through Coverage Changes

Perhaps most importantly, PromiseCare physicians maintain consistent relationships with patients regardless of insurance changes. Whether you’re covered by employer insurance, transitioning to Medicare, or moving between Medicare plans, your primary care physician and specialist team remain constant, ensuring:

Common Medicare Mistakes to Avoid

PromiseCare physicians regularly counsel patients through Medicare enrollment decisions and frequently see these preventable mistakes:

Missing Enrollment Deadlines

Failing to enroll during your Initial Enrollment Period when you don’t qualify for a Special Enrollment Period results in permanent late enrollment penalties and coverage gaps. Mark your calendar and begin planning several months before age 65.

Assuming COBRA Extends Medicare Enrollment Time

COBRA continuation coverage does not extend your Special Enrollment Period. If you’re on COBRA when turning 65, you generally should enroll in Medicare during your Initial Enrollment Period.

Not Considering Total Healthcare Costs

Compare the total cost of coverage, not just premiums. Sometimes a plan with higher premiums provides better overall value through lower deductibles, better drug coverage, or more comprehensive benefits.

Forgetting About HSA Contribution Rules

Remember to stop HSA contributions six months before enrolling in Medicare to avoid tax penalties from retroactive Medicare Part A coverage.

Enrolling in Part B Too Late

If you wait until employer coverage ends to apply for Part B, you might face coverage gaps. Apply 1-2 months before employer coverage terminates to ensure seamless transition.

Choosing Plans Without Reviewing Provider Networks

Always verify that your preferred physicians and hospitals participate in Medicare Advantage plans you’re considering. PromiseCare participates in multiple networks but not all plans available in Riverside County.

Not Reviewing Prescription Drug Coverage

Ensure your specific medications are covered on Medicare Part D or Medicare Advantage plan formularies. Coverage varies significantly between plans, and using non-formulary drugs can be expensive.

Looking Ahead: Medicare and Retirement Planning

Your Medicare enrollment decisions when working at 65 represent just one piece of comprehensive retirement planning. PromiseCare physicians encourage patients to consider Medicare within the broader context of retirement preparation:

Integration with Retirement Income Planning

Work with financial advisors to understand how Medicare premiums fit into your retirement budget. Consider:

Long-Term Care Considerations

Medicare provides limited long-term care coverage, primarily skilled nursing facility care following hospital stays. For extended custodial care needs, additional planning is necessary. PromiseCare physicians help patients understand Medicare’s long-term care limitations and discuss planning strategies with patients and their families.

Estate Planning and Healthcare Directives

As you transition to Medicare, it’s an ideal time to review or establish:

PromiseCare physicians assist patients in completing advance directive documents and ensure these important preferences are documented in medical records for seamless implementation when needed.

Frequently Asked Questions About Medicare and Working at 65

Can I delay Medicare Part B if I’m still working?

Yes, if you or your spouse work for an employer with 20 or more employees and have group health coverage, you can delay Part B enrollment without penalty. You’ll have an eight-month Special Enrollment Period when employment or coverage ends. However, if your employer has fewer than 20 employees, you should enroll in Part B at 65 because Medicare becomes primary coverage.

Should I enroll in Medicare Part A even if I’m keeping my employer health insurance?

For most people, enrolling in premium-free Part A makes sense as backup hospital coverage. However, if you’re contributing to a Health Savings Account, enrolling in any part of Medicare ends your HSA contribution eligibility. Consult with PromiseCare physicians to evaluate whether premium-free Part A or continued HSA contributions provide greater value for your situation.

What happens if I miss my eight-month Special Enrollment Period?

If you miss your Special Enrollment Period after losing employer coverage, you’ll need to wait until the General Enrollment Period (January 1 – March 31 each year) to enroll in Part B. Your coverage won’t begin until July 1, creating a coverage gap, and you’ll face late enrollment penalties—10% per year you delayed enrollment, applied for the life of your Medicare coverage.

Can I use my Health Savings Account to pay Medicare premiums?

Yes, once you’re enrolled in Medicare, you can use HSA funds tax-free to pay Medicare Part B premiums, Part D premiums, and Medicare Advantage plan premiums. However, you cannot use HSA funds for Medigap (Medicare Supplement Insurance) premiums without paying taxes. You also cannot contribute to your HSA once you’re enrolled in any part of Medicare.

Will my employer plan cover my spouse if I enroll in Medicare?

Whether your spouse can remain on your employer plan after you enroll in Medicare depends on your employer’s specific plan rules. Some employers allow non-Medicare-eligible spouses to continue coverage, while others require both to Medicare enrollees and their spouses to transition off the group plan. Contact your Human Resources department for clarification on your plan’s specific rules.

How do I know if my employer drug coverage is creditable?

Your employer must provide annual notices indicating whether their prescription drug coverage is creditable (as good as standard Medicare Part D coverage). If you don’t receive this notice or are unsure, contact your HR benefits department. Maintaining creditable drug coverage allows you to delay Part D enrollment without penalty. Without creditable coverage, you should enroll in Part D during your Initial Enrollment Period to avoid late enrollment penalties.

Can I switch from employer coverage to Medicare mid-year?

Yes, when you retire or lose employer coverage, you can enroll in Medicare at any time during your eight-month Special Enrollment Period. Your Medicare coverage will begin the month after Social Security processes your application. However, plan ahead—apply 1-2 months before losing employer coverage to prevent coverage gaps.

What if I’m on COBRA when I turn 65?

COBRA is not considered coverage based on current employment, so it doesn’t extend your Initial Enrollment Period. If you’re on COBRA when turning 65, you should generally enroll in Medicare during your Initial Enrollment Period (three months before through three months after the month you turn 65) to avoid late enrollment penalties. Medicare will become your primary coverage, and you can typically drop COBRA at that point.

How does Medicare work with my PromiseCare doctors?

All PromiseCare Medical Group primary care physicians and specialists accept Original Medicare (Parts A and B). Additionally, PromiseCare participates in multiple Medicare Advantage plan networks, including Aetna, Alignment Healthcare, Anthem Blue Cross, Humana, and United Healthcare. This means you can continue seeing your PromiseCare physicians regardless of whether you choose Original Medicare or Medicare Advantage, though specific plan participation should be verified when selecting Medicare Advantage plans.

Can I enroll in Medicare if I’m still working full-time?

Yes, you can enroll in Medicare while working full-time at any age once you’re eligible. However, whether you should enroll depends on your employer’s size and the quality of your employer coverage. Large employers (20+ employees) allow you to delay Part B enrollment, while small employers (fewer than 20) typically require Medicare enrollment at 65 because Medicare becomes primary coverage.

Partner with PromiseCare for Your Medicare Journey

Navigating Medicare enrollment while working represents one of the most important healthcare decisions you’ll make. At PromiseCare Medical Group, our commitment extends beyond medical care to comprehensive support for our patients’ healthcare journeys.

With over 60 primary care physicians and 400+ specialists across Riverside County, PromiseCare provides:

Expertise in Medicare Navigation: Our physicians regularly guide patients through Medicare enrollment decisions, considering individual health needs, financial circumstances, and coverage options.

Continuity of Care: Maintain your established relationships with PromiseCare physicians regardless of insurance changes—we participate in Original Medicare and multiple Medicare Advantage networks.

Comprehensive Health Management: Our integrated approach to primary care, chronic condition management, and preventive services ensures your health remains the priority through coverage transitions.

Convenient Locations: With 18 urgent care centers and practices throughout Riverside County, PromiseCare provides accessible care wherever you live or work in the Inland Empire.

Patient Education Programs: Attend our Medicare Q&A events and educational sessions to learn about enrollment decisions in supportive, informative settings.

To discuss your Medicare enrollment options with a PromiseCare physician or to schedule a comprehensive health assessment before making coverage decisions, call (951) 390-2840 or visit promisecare.com to find a provider near you.

Medical Disclaimer: This article provides general educational information about Medicare enrollment and should not be construed as personalized medical or financial advice. Medicare enrollment decisions should be made in consultation with your healthcare providers and, when appropriate, financial or insurance advisors who can evaluate your individual circumstances. While PromiseCare Medical Group physicians provide guidance on healthcare-related aspects of Medicare enrollment, they do not provide financial planning or insurance sales services. Always consult with qualified professionals for advice specific to your situation.

About PromiseCare Medical Group

PromiseCare Medical Group is Riverside County’s longest continually serving and largest Independent Physician Association network. With over 60 primary care doctors, 400+ specialists, and 18 urgent care centers throughout the Inland Empire, PromiseCare places patient needs first, focusing on excellent clinical outcomes, patient safety, and exceptional service. Our network accepts Medicare Advantage Plans and most PPO and HMO plans from major insurance carriers including Aetna, Alignment Healthcare, Anthem Blue Cross, Brand New Day, Cigna, Health Net, Humana, Scan Health Plan, and United Healthcare.

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