Providing quick and straightforward access to dental healthcare can be a fantastic value add; it’s something that affects everyone regardless of age, gender, or job role and is a less commonly offered than medical insurance plans.
In this article, our employee benefits specialist Martin Potts outlines the advantages to both your people and your business of including dental insurance in your employee benefits package.
The dental insurance market as it stands
It is a challenging time in the private dental healthcare market. With Cigna having withdrawn from the dental insurance market in 2023, the market has become constricted and there are now a limited number of major providers operating in this space.
Additionally, higher than usual inflation levels over the last 18 months (and the subsequent impact on medical inflation), as well as the increased reliance on private dental healthcare due to the access issues via the NHS, rates and premiums have been higher than average over the last year and are expected to rise further¹.
Why provide dental healthcare?
Access to dental care via the NHS in the UK is limited, with 6 million fewer courses of dental treatment in 2022 compared to pre-pandemic levels². As things stand, a dental health crisis is inevitable, and this has the potential to cause knock-on effects to both employees and employers.
Dental health is pivotal to overall health; as well as the more obvious effects of poor oral health like gum disease and tooth decay, it can extend to other areas of physical and mental health, such as:
- Heart disease
- Diabetes
- Poor sleep
- Confidence and anxiety
Due to the difficulty in accessing dental care via the NHS, employees are relying on their employers to assist in providing access via private healthcare. Dental healthcare can be a valuable element of your suite of benefits, not only to support your employees but to help you attract and keep the best talent available.
What options are there?
While a dental insurance plan can provide extensive coverage and peace of mind to employees, it is not the only way to support the oral health of your people; other options are available. Whatever solution you decide on, should be designed around the needs and priorities of your employees, the wider values and aims of your business, and other important considerations such as your budget and the tax implications to employees.
Author
Martin Potts, Employee Benefits Consultant
To find out how I can support you to design, implement and manage an employee benefits offering that provides optimal value to your business and your people, get in touch with me today.