Modeled cost
What it costs: 10 employees, 50% employer split
Employer cost, this team
$250/mo · about $3,000/yr
$25/employee/mo
Employer pays 50% of the employee-only premium; dependents are employee-paid (the most common structure).
| Who's covered | Premium | Employee pays |
|---|---|---|
| Just the employee | $50/mo | $25/mo |
| Employee + spouse | $100/mo | $75/mo |
| Employee + child(ren) | $95/mo | $70/mo |
| Employee + family | $145/mo | $120/mo |
Illustrative premium market-average estimate (NADP/KFF/eHealth/MoneyGeek). Not a Humana quote — carriers price each company by census, ZIP and design.
Plan design
- Annual max: $1,000 to unlimited (employer-selectable), plus 30% extended max after the ceiling
- Waiting periods: none on basic, major and ortho for employer groups of 5+ enrolled
- Orthodontia: child + adult rider, 50%, separate $1,000–$2,500 lifetime
- Network: 135,000+ unique dentists nationwide
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 wants concierge-grade coverage — high ceiling, no waiting, braces for the kids — and can hit 5+ enrolled.
Strongest angle: Day-one usability: a new hire can start a crown or braces the month they enroll (5+ groups), so the benefit is felt immediately.
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 $3,000 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.
Honest caveat. The no-wait benefit requires employer-sponsored 5+ enrolled; groups of 2–4 carry waits. Implant buy-up needs 10+ enrolled. A $5,000 design is easy to build. Premiums are quoted per company.
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