Modeled cost
What it costs: 10 employees, 50% employer split
| Who's covered | Premium | Employee pays |
|---|---|---|
| Just the employee | $32/mo | $16/mo |
| Employee + spouse | $64/mo | $48/mo |
| Employee + child(ren) | $61/mo | $45/mo |
| Employee + family | $93/mo | $77/mo |
Plan design
- Annual max: $1,000 / $1,500 / $2,000 + Maximum Rollover banking unused max
- Waiting periods: none for groups of 5+; takeover credit with 12 months prior coverage
- Orthodontia: 50%, separate $1,500 lifetime (child-only or adult+child by election)
- Network: DentalGuard Preferred, ~133,000–138,000 dentists; ~2-week setup
Want to flex the headcount, contribution, salary and turnover assumptions? Open the interactive calculator.
Why it pays off
The value for your team
Best for: The owner who likes a benefit that rewards employees for preventive care and accrues value rather than resetting to zero.
Strongest angle: Maximum Rollover as a stickiness mechanic: employees build a personal benefit cushion that they keep only by staying enrolled and using preventive care.
For a 10-person firm, voluntary turnover quietly costs roughly $12,000 to $28,000 a year (employees × ~13% turnover × salary × ~25% replacement cost). This plan runs about $1,920 a year for the team, so it only has to nudge retention slightly to pay for itself. See the cost of turnover for the full picture.
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