Individual Dental Plans - Can you pay for your employees?

The Cost of Insurance for Dental Services

It is typical for companies today to pay anywhere from 25 to 50% of the monthly premiums of insurance plans, whether or not they're for dental care alone or overall health.

There are, however, a number of ways you can minimize your contribution without causing your employees to complain of inequity. The size of your contribution could be proportionate to the average size of your business or profit. It would be unreasonable for employees to expect your small business to pay the same premiums that multinational corporations pay.

It's also possible for you to pay contributions proportional to the position of the employee. You could pay larger contributions for those with higher positions in your company as recognition and reward of their achievements. Conversely, you could offer to shoulder a larger portion of the monthly premiums for rank and file employees because they are in the position to have a greater need for it. Your managerial employees could have their rewards in another form.

Whichever way you prefer, the end costs remain the same: the average for annual dental coverage can be anywhere from $1,000 to $1,500, depending on what type of coverage you'd like and which insurance company you're working with.

These prices, however, can easily escalate depending on various factors such as the employee's age, occupation, and medical history.

CareXpress Healthcare Savings Plans: A More Affordable Solution

Instead of driving yourself crazy with thousands of computations in order to make ends meet, why not consider an alternative solution instead? Do you really need to offer insurance to your employees? Why can't you offer them a healthcare savings plan instead? With this type of healthcare package, you'd be able to offer them greater healthcare coverage not just for their needs but even for their respective families as well.

Preferred Medical Cards from CareXpress may be for individual or family use. All healthcare provisions remain the same. The only difference between them - and it's quite nominal as it is - is the rate you'll have to pay each month.

Thanks to a no-qualification application process for Preferred Medical Cards, you can offer the same package to everyone in your company and expect to pay the same rate regardless of the health condition of your employees.

And because of its reduced rates, you could be in a better position to pay a larger contribution for their healthcare benefits without reducing your profit margins. Moreover, by slightly increasing your contribution, your help could be extended to family members of employees.

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