High perceived value, low relative cost.
- Delta Dental, Beam, Ameritas and other Washington options
- Employer-paid, employee-paid, or shared contribution structures
- Preventive care typically covered at or near 100 percent
- Orthodontia riders where your demographics call for it
- Standalone, or bundled with medical for a package discount
Dental is a fraction of the cost of medical and consistently ranks among the benefits employees say they want most. Cleanings and exams get used, which turns an abstract benefit into something people notice twice a year.
For employers who cannot yet fund medical, dental and vision together are often the practical starting point — a real benefits package at a manageable cost, and a foundation to build on later.
The three coverage tiers.
Preventive
Cleanings, exams, x-rays.
Usually covered at or near 100 percent with no deductible, because carriers would rather pay for a cleaning than a crown. This is the tier that drives the perceived value of the whole plan.
Basic
Fillings, extractions, simple procedures.
Typically covered around 80 percent after a small deductible. The tier that matters when something actually goes wrong.
Major
Crowns, bridges, dentures, root canals.
Commonly covered near 50 percent and subject to an annual maximum. Waiting periods often apply to major services on new plans, which is worth explaining at enrollment so nobody is surprised.
Group dental, answered.
Is there an annual maximum?
Almost always. A per-person annual maximum in the range of one to two thousand dollars is typical, and it resets each plan year. It is the single most misunderstood feature of dental coverage, so we cover it during enrollment.
Should we include orthodontia?
It depends on your census. A workforce with school-age children values it highly; a workforce without one is paying for something nobody claims. Orthodontia usually carries a separate lifetime maximum and a waiting period.
Can we offer dental without offering medical?
Yes. Standalone dental is common, and for employers not ready to fund medical it is often the most sensible first benefit.
The rest of the package.
Group Health
Compare available medical plans, provider networks and employee costs.
Read more →Group Vision
Compare exams, eyewear allowances and participating providers.
Read more →Group Life & Disability
Consider family protection and income replacement, subject to plan terms.
Read more →Level-Funded Plans
Explore alternative funding, stop-loss terms and potential surplus arrangements.
Read more →Voluntary Benefits
Offer optional supplemental coverage with clear employee costs and limits.
Read more →Add dental to the package.
Quoted alongside your medical options so you can see the full picture.