How to pick the best Group Dental and Vision Plans for your employees
Compare health insurance plans for small business
Key takeaways
- There are four main ways to offer group dental and vision benefits: traditional group plans, Health Reimbursement Arrangements (HRAs), voluntary benefits, or bundled packages — based on your company’s size, goals and budget. Research from the Kaiser Family Foundation shows that among small businesses offering health benefits, 90% include dental insurance and 80% offer vision coverage — with even higher rates among larger employers.
- Each dental and vision plan varies in flexibility, provider access, and cost — and understanding these differences can help you choose the best fit for your team. While PPOs account for over 80% of all dental plans, offering broad network access at a higher cost, HMOs and indemnity plans trade lower premiums or more provider freedom for limited networks or higher out-of-pocket costs. Knowing the trade-offs makes it easier to choose benefits that meet your employees’ needs and budget.
- Offering these benefits may help support employee wellness and engagement. Studies show that regular vision and dental exams may help detect conditions like diabetes, hypertension, and oral cancer. Investing in this coverage may contribute to keeping good employees happy and healthy — as one report shows 91% of adults consider oral health essential to overall health, and 72% of workers prefer jobs with vision benefits.
Why offer group dental and vision insurance?
You’re not required to offer dental or vision insurance, but many employers do. These benefits have been shown to help improve employee health, boost satisfaction, and help attract and keep top talent.
They’re also affordable. According to recent research, dental plans typically cost around $18 – $35 per employee per month, with family plans up to $124 per month. Vision plans often cost under $10 per employee.
At eHealth, we make it easy for businesses of all sizes to compare top-rated carriers and flexible plan types. Our licensed insurance agents help you find the best fit for your company — at no extra cost.
Whether you’re just getting started or looking to upgrade your benefits package, understanding the different ways to offer dental and vision coverage can help you make a smart, sustainable choice.
Here’s a closer look at the core plan options available to businesses today and the best way to get started:
1. Traditional group health insurance plans
This is the most familiar model where you would purchase dental and/or vision insurance coverage directly from an insurance carrier for your employees as a group.
- How it works: You contract with an insurer who provides a plan designed for groups, then you typically pay part of the premiums.
- Best if: You have 2+ employees and are looking for predictable, comprehensive coverage with shared premiums.
Common plan types for group dental and vision insurance:
| Plan type | Network flexibility | Cost predictability (for employers) | Employee premium payment | Notes |
| PPO (Preferred Provider Organization) | Broad network: employees can use out-of-network providers at a higher cost | High – Fixed monthly premiums make budgeting easier | Shared between employer and employee | Most common type of group dental plan; balances choice and cost. |
| HMO (Health Maintenance Organization) | Limited to in-network providers; referrals often required | Very High – Lower, fixed costs due to restricted networks and coordinated care | Shared; often lower than PPOs | Good for cost-conscious employers; may limit provider access. |
| Indemnity Plan | Any licensed provider; no network restrictions | Low – Employer costs can fluctuate due to fee-for-service reimbursements | Higher for employees; less common today | Offers the most freedom but typically costs more and requires claims. |
| Discount Plan | Participating providers only; not true insurance | Very High – Minimal employer cost; typically, no premium payments from employer | Typically paid entirely by employee (if offered) | Not insurance; provides access to discounted rates for basic services. |
2. Health Reimbursement Arrangements (HRAs)
HRAs are employer-funded accounts that reimburse employees tax-free for individual insurance premiums and qualified medical expenses, including dental and vision coverage.
- Popular Types:
- QSEHRA: Designed for small businesses (< 50 employees).
- ICHRA: Available to any size business, offering greater customization.
- How it works: You set a monthly budget, and your employees choose their own dental and vision plans on the individual market and submit expenses for reimbursement.
- Pros: You control the costs and employees pick plans that best fit their needs.
- Best if: You want flexibility, remote workforce coverage, and benefits without complex group administration.
Key features for HRAs:
| Feature | HRA (ICHRA & QSEHRA) |
| Pre-determined budget | Employer sets a monthly or annual budget; reimburses employees tax-free for eligible expenses |
| Flexible employee options | Full freedom to select individual health, dental, and vision plans |
| Moderate administrative setup | Employer manages reimbursements and verifies qualified expenses |
| High cost predictability | Employer controls the maximum reimbursement amount |
3. Voluntary Benefits
Voluntary dental and vision benefits allow employees to purchase insurance through group rates that you facilitate — but employees pay the full premium.
- How it works: You offer access to group-negotiated plans; no direct cost or contribution by employer.
- Pros: Enhances benefits package at no employer cost; employees get lower group rates.
- Best if: You want budget constraints but still want to offer meaningful benefit options.
| Feature | Description |
| No employer payment | Employees pay 100% of premiums |
| Provider choice depends on the type of plan the employee enrolls in | Some plans allow broad provider access (for example, PPOs), while others may limit to in-network only (for example, HMOs) |
| High administrative ease | Minimal employer involvement beyond setup and payroll deductions |
| High cost predictability | No direct employer cost |
4. Bundled coverage
Some insurance providers offer bundled packages combining medical, dental, vision, life, and disability insurance into one simplified plan.
- How it works: Employer purchases a comprehensive package that includes dental and vision as part of overall benefits.
- Pros: Simplifies administration; may lower premiums through bundling discounts.
- Best if: You’re seeking a one-stop-shop solution and ease of management.
| Feature | Description |
| Partial employer payment | Employer typically pays a portion of each benefit included in the bundle |
| Provider choice depends on bundled plans selected | Usually offers broad network access for dental and vision |
| High administrative ease | One insurer handles all plans, billing, and employee communications. |
| Moderate-to-high cost predictability | Bundled billing can help with forecasting and budget control |
Visual summary: Group dental & vision insurance options
| Option | Employer Premium Payment | Employee Plan Choice | Typical Plan Types Offered (Dental/Vision) | Best For |
| Traditional group insurance | Partial or full | Limited by plan type | PPO, HMO, Indemnity, Discount | Employers with 2+ employees wanting stable group coverage |
| HRAs (QSEHRA, ICHRA) | Employer sets budget | Full freedom | Individual plans chosen by employees | Businesses needing flexibility or remote coverage |
| Voluntary benefits | None | Full freedom | PPO, HMO, and others via group rates | Budget-conscious employers wanting to offer options |
| Bundled coverage | Partial or full | Plan-dependent | Usually PPO, HMO in bundled package | Employers wanting simplified, all-in-one benefits |
Ready to get started?
Offering dental and vision benefits can help set your business apart — and getting started doesn’t have to be complicated. Whether you’re leaning toward a traditional group plan, exploring an HRA, or looking for voluntary or bundled options, eHealth can help.
Our licensed agents will help guide you through the process free of charge, help compare plans from top insurers, and match you with coverage that fits your budget and team.
Learn more about Group Dental and Vision plans below:
Frequently asked questions
1. Are employers required to offer dental and vision insurance?
No, employers are not legally required to offer dental or vision coverage, even if they provide health insurance. However, offering these benefits may help boost employee satisfaction, retention, and overall wellness at a relatively low cost.
2. What’s the difference between PPO and HMO dental or vision plans?
PPO plans offer more flexibility by allowing employees to see out-of-network providers, though costs may be higher. HMO plans typically have lower premiums but require employees to use a limited network of providers and get referrals for specialists.
3. Can small businesses offer dental and vision coverage?
Yes, even businesses with as few as two employees can access group dental and vision plans through platforms like eHealth. Small businesses can also use tools like QSEHRAs to offer tax-free reimbursement for individual coverage.
4. How much do group dental and vision plans typically cost?
Dental plans usually cost employers roughly between $18 – $37 per employee per month, while vision plans tend to be around $5 – $15 per employee. Costs vary based on plan type, contribution level, and the size and location of your company.
5. What’s the easiest way to compare dental and vision plan options for my business?
The simplest way is to work with a licensed broker like eHealth, which offers a wide range of plans from leading insurers. You’ll get expert help evaluating costs, coverage options, and tax benefits, all in one place.
3420-2025