In the competitive market, many companies wish they could offer current and prospective workers with comprehensive dental hygiene benefits. “Dental programs rank as the next most important employee benefit, only behind retirement and health” 18 Based on Cathy Smithwick, dental clinic leader in Mercer Consulting, dental care is the “visible advantage due to average 75 percent of workers will use a fantastic dental plan” 19
Dental benefits not just increase worker morale and satisfaction, but they’re also able to decrease the hours lost because of dental difficulties. In accordance with Oral Health in America, “used adults dropped over 164 million hours of work every year due to dental disease or dental appointments.” 10
A recent analysis from NADP proves that just 56 percent of the U.S. population has dental insurance. 11 Thus, inexpensive dental hygiene alternatives are highly coveted by both the companies and workers. “To meet employee demand, more companies added dental into the rewards menu in the past couple of decades. Among the last holdouts, the national authorities, will provide dental benefits to workers in 2006.” 20
“Seven out of ten companies (71 percent) provide health benefits, frequently using them as the identifying factor in recruiting and keeping employees.” 18 The study demonstrates that the bigger a company is, the more inclined they are to provide dental benefits brio dental mexico. “Among companies with 10 workers, 56% provided dental care in 2003. Only 1 year later, this figure jumped to 67%, based on an yearly poll of employer-sponsored health programs by Mercer Human Resource Consulting. Dental offerings among large companies (500 companies and upward) jumped from 90 percent to 96 percent of companies.” 20
Alas, many companies can’t afford to cover part or all of the workers’ health benefits. “Mercer statistics reveal dental prices averaged $577 for many companies in companies in 2003 and edged around $598 at 2004, a 3.6 percent growth. Large companies, meanwhile, saw a 5.4% rise in $574 to $605.” 20 Based on Evelyn Ireland, Executive Director of NADP, “companies are not falling dental care, but they are squeezing the sum of money that they’re contributing to it” 20 As far since the price of providing dental benefits to their workers continues to grow, companies are passing these cost climbs to workers. “The most obvious solution for companies to control dental prices … would be to make workers pay more” 20
Kirk Rothrock, CEO of CompBenefits, considers that lots of companies are changing the cost of dental advantages to their workers. 20 “The biggest trend we have seen over the previous three or four decades is that the move from employer-paid advantages to voluntary benefits,” he states. “Employers are saying, ‘I will not longer afford to cover your dental benefits. ”’20 The Condition of the Dental Benefits Market, 2005 affirms that “over 70 percent of the populace is spending at least a part of their dental premiums” and approximately 25 percent are spending for their whole dental top. 16
Many companies are turning to discount dental programs, a reasonable alternative to dental insurance, to defray the expenses of providing their workers with dental benefits that are valuable. Discount dental programs pose flexible, affordable dental benefits which are simple to execute and almost effortless to control. They supply companies with an perfect way match their present advantages and give a more balanced rewards package. Many companies are using discount dental programs to provide dental benefits to the people who are seldom covered by conventional dental insurance, such as landlords, part-timers, seasonal employees and uninsured dependants.
Discount dental plans are not as costly than the $600 most businesses are paying to pay workers with conventional dental insurance. What’s more, discount dental programs save companies valuable business time with suitable dental benefit solutions without any tedious paperwork hassles. By providing workers the freedom to pick their own strategy, companies are relieved from the burden of choosing dental advantages to match the specific, individual needs of the diverse workforce. Discount dental programs make it possible for companies to award their workers with the reassurance that they deserve and the dental care they want.