Dental coverage is one of the cheapest ways to keep good people.

✶ For the owner

Why this is smart business, not a handout

Benefits are table stakes at the companies your recruits are comparing you to. Dental is offered to about 70 percent of workers at large firms but only 30 percent at small ones (BLS, March 2025), so offering it is a genuine differentiator with the exact people weighing your offer against a bigger company. It is also the rare benefit employees actually use, every six months, so they feel it rather than forget it. And because group dental is quoted per company, you see real numbers for your actual team before you decide anything.

✶ The lever

Why good people leave, and what actually keeps them

Turnover is the most expensive line item nobody puts on a budget. Replacing one person runs roughly 50 to 200 percent of their salary once you count recruiting, lost productivity, and the months a new hire takes to get up to speed (Gallup). Nationally, voluntary turnover costs US employers about a trillion dollars a year, and Work Institute finds that roughly 63 percent of those exits were preventable. This is not a talent problem you have to accept, it is a retention problem you can get ahead of.

Here is the opening: employees who believe their employer genuinely cares about their wellbeing are about 69 percent less likely to job-hunt (Gallup), yet fewer than one in four workers actually feel that care. A real benefit, one your team uses and values, is one of the clearest ways to close that gap, and most of your competitors have not bothered.

These figures show correlation, not proof of cause. Cared-for, well-supported teams tend to stay longer and burn out less, and benefits are one of the clearest, most affordable signals of that care. We are confident it is smart business. We just will not pretend a dental plan alone guarantees any one person stays. See the full turnover breakdown.

✶ The honest math

Dental costs less than you think, and sometimes nothing

Run the numbers for a ten-person firm. A single preventable departure at modest pay lands somewhere between $12,000 and $28,000 once you count hiring, ramp-up, and lost output. A dental plan, by contrast, runs roughly $1,200 to $3,000 a year for a small team, and some voluntary arrangements cost the business nothing at all. Put plainly: the plan only has to help you keep a fraction of one person, one time, to more than pay for itself. Everything after that is margin, and morale.

✶ The plans

The plans worth putting in front of your team

For an owner who wants the strongest benefit a team can actually use, high maximum, orthodontia including kids, and no waiting, three plans lead. They are also the only three that can honestly reach a $5,000 annual maximum with braces.

Honest note: Delta Dental's famous $5,000 plan is an individual product that excludes braces, so it is not a $5,000-with-ortho group plan. We only show that badge where a real group design supports it.

✶ From quote to covered

How it works

Group dental is configured, not bought off a shelf, and the concierge does the setup. Most group plans waive the waiting periods that punish individual buyers, so your team can use it right away.

1. Tell us about your team. Headcount, location, and how generous you want to be. That drives the design.
2. We match a plan and show your number. A clean, concierge-picked comparison for your actual team, not a forty-page brochure.
3. You choose your contribution. All, part, or none. Employees enroll through pre-tax payroll.
4. Your team is covered, and routed to a dentist. We connect each newly covered employee with a dentist who works with their network, so the benefit gets used.

✶ Compare

See each carrier's modeled cost for your team

Illustrative cost for a ten-person team at a 50% employer split, plus plan facts and the turnover ROI. Estimates, not quotes.

✶ Share it forward

However you decide, get your team covered

Setting up a group plan is the strongest move. But even if the timing is not right, you can still make sure your people are covered, and look like the leader who pointed them to the answer.

✶ No commitment

See what it would cost for your team

Group dental is priced per company, so the only way to know your number is to ask for one. Our concierge puts together a quote based on your headcount, with no obligation. Getting the number is just doing your homework.