Dental & vision your employees will actually use.
Voluntary dental and vision are among the most valued and most requested employee benefits. We design plans that are competitive, cost-effective, and paired with the networks your employees already know.
We shop the market for plans that fit your workforce — not plans that are easy to sell.
Dental and vision plans vary significantly in network size, benefit design, waiting periods, and employee cost-sharing. A plan that looks competitive on paper can still leave employees frustrated if the dentists they use aren't in-network or the annual maximum runs out after one procedure.
Your Policy works across multiple carriers — Delta Dental, MetLife, Guardian, Principal, Cigna, VSP, EyeMed, and others — to find plans that match your workforce's actual usage patterns and your budget. Employer-paid, employee-paid (voluntary), and contributory structures all available.
And because we're independent, we review your plans every year at renewal — not just when you first enroll.
What we evaluate when building your plan
- In-network dentist and eye care availability in your zip codes
- Annual maximum and how quickly employees hit it
- Waiting periods for major and orthodontic services
- Orthodontia coverage — lifetime max and age limits
- Preventive care at 100% — no deductible, no waiting period
- Frame and lens allowances vs. what employees actually spend
- Contact lens benefits and LASIK discount programs
- Employee premium contribution and participation thresholds
Dental and vision — how the plans work.
Both lines have multiple plan structures with different tradeoffs. Here's what you need to know.
Group Dental Plans
Covers preventive, basic, and major dental services — designed around how employees actually use dental care throughout the year.
DPPO Most Flexible
Dental PPO plans give employees freedom to see any licensed dentist — in-network for lower cost-sharing, out-of-network at higher cost. The most popular group dental structure for good reason.
- In- and out-of-network coverage
- Preventive care typically at 100%
- Basic services (fillings, extractions) at 70–80%
- Major services (crowns, bridges) at 50%
- Annual maximums typically $1,000–$2,500
DHMO Lower Premium
Dental HMO plans have lower premiums but require employees to select a primary dentist from the network and get referrals for specialist care.
- Lower monthly premiums
- Copay-based — no deductibles on most services
- No annual maximum on most plans
- Network-only coverage — no out-of-network benefit
Dental Indemnity
Fee-for-service plans reimburse a set percentage of the dentist's fee regardless of network — maximum freedom, typically highest premium.
Group Vision Plans
Covers annual eye exams and a hardware allowance for frames, lenses, or contacts — from the nation's largest vision networks.
VSP Largest Network
Vision Service Plan is the largest vision network in the country — over 40,000 provider locations nationwide. Strong exam benefit and flexible hardware allowances.
- Annual WellVision exam covered at 100% in-network
- Frame allowance typically $130–$220
- Lens benefit covers standard lenses at 100%
- Copays on progressives and premium lens options
- LASIK discount program included
EyeMed Retail Access
EyeMed's network includes LensCrafters, Target Optical, Pearle Vision, and other retail locations — making it convenient for employees who prefer walk-in options.
- Broad retail network alongside private practices
- Exam copay typically $10–$20
- Frame and contact allowances competitive with VSP
- Same-day service at retail locations
Contacts vs. Frames
Most vision plans let employees choose either frames and lenses or contact lenses with their annual hardware benefit — not both in the same plan year. We'll make sure your plan structure reflects how your employees actually use their benefit.
What a well-designed dental & vision program includes.
Preventive at 100%
Cleanings, exams, and X-rays covered at 100% in-network with no deductible and no waiting period — for both dental and vision. The foundation of any plan worth offering.
- Two cleanings per year
- Annual eye exam
- No deductible on preventive
- No waiting period
Major Dental Coverage
Crowns, bridges, dentures, and other major services covered after deductible — typically at 50%. Waiting periods of 12 months are common; we look for plans that waive them for new groups.
- Crowns and bridges
- Dentures and implants
- Endodontics and periodontics
- Waiting period varies by carrier
Orthodontia
Orthodontic coverage for children and adults — lifetime maximum typically $1,000–$2,000. One of the most requested dental benefits, especially for employees with families. We evaluate lifetime max, age limits, and whether adult ortho is included.
- Child and adult ortho options
- Lifetime maximum $1,000–$2,000
- Age limits vary by carrier
Frames & Lenses Allowance
Annual frame and lens allowance — typically $130–$220 for frames plus covered lenses. Premium lens options (progressives, anti-reflective coating, photochromic) available at a copay. Allows employees to see clearly without breaking the bank.
- Frame allowance per benefit year
- Standard lenses covered at 100%
- Copay on premium lens options
- Contact lens allowance as alternative
Contact Lens Benefit
Annual contact lens allowance as an alternative to the frame and lens benefit — typically $130–$200. Fitting and evaluation covered or discounted. Employees who wear contacts consistently find this benefit delivers strong value.
- Annual contact lens allowance
- Fitting and evaluation covered
- Available in lieu of frames
- Elective and medically necessary
Voluntary vs. Employer-Paid
Dental and vision can be structured as 100% employer-paid, 100% employee-paid (voluntary), or a shared contribution. Voluntary dental and vision still give employees group rates and payroll deduction — often a compelling benefit even without employer contribution.
- Employer-paid premium possible
- Voluntary group rates available
- Payroll deduction for all structures
- No cost to employer on voluntary
Dependent Coverage
Extend coverage to spouses and dependents — children typically covered to age 26 on dental, age 19–26 on vision depending on carrier. Orthodontic coverage for children under 19 is standard on most plans.
- Spouse coverage available
- Children to age 26 on dental
- Dependent ortho typically included
- Family rate vs. employee + children
Carrier Network Access
We work with all major dental and vision carriers — Delta Dental, MetLife, Guardian, Principal, Cigna, Humana, VSP, EyeMed, Ameritas, and others. We compare networks specific to your employee zip codes to make sure coverage is accessible where your team actually lives.
- Delta Dental, MetLife, Guardian
- VSP and EyeMed vision networks
- Carrier-specific network review
- National and regional options
Common questions about dental & vision benefits.
No — dental and vision are separate products and can be offered independently. That said, most employers bundle them because the administrative simplicity, employee satisfaction, and competitive positioning all benefit from offering both. We can quote them separately or bundled and show you the difference.
A waiting period is the amount of time an employee must be enrolled before certain services are covered. Preventive care typically has no waiting period. Basic services (fillings) often have a 6-month wait, and major services (crowns) up to 12 months. Waiting periods can sometimes be waived for new groups or when employees can show prior coverage — something we negotiate during the quoting process.
A DPPO (Dental PPO) allows employees to see any licensed dentist — in-network for maximum benefit, out-of-network at higher cost-sharing. A DHMO (Dental HMO) restricts employees to a designated network with copay-based benefits and typically lower premiums. PPOs are more popular with employees; DHMOs can be significantly cheaper for employers. We model both for your group.
Most vision plans provide an annual allowance for frames and lenses (or contacts). If an employee chooses frames that cost more than the allowance, they pay the difference. Standard lenses (single vision, bifocal, trifocal) are typically covered at 100% after a copay. Premium options like progressives, anti-reflective coating, or transitions have an additional copay or percentage covered.
Typically no — dental and vision are subject to open enrollment rules. Outside of open enrollment, a qualifying life event (marriage, birth, loss of other coverage) is generally required to add or change coverage. We advise employers on enrollment windows and communicate these rules clearly to employees during onboarding.
Yes — meaningfully so. Voluntary benefits give employees access to group rates they can't get on their own, payroll deduction (which is pre-tax for dental under many plan structures), and the administrative convenience of a single enrollment. Employees who would otherwise buy individual dental plans typically save 20–40% through a group voluntary plan.
Benefits your employees will actually value.
Dental and vision are among the highest-satisfaction benefits you can offer. Let us design a program that fits your budget and your workforce.