Offering dental benefits used to be simple: pick a big-name plan and assume your employees are covered. But as healthcare costs rise and dentist networks shrink, more employers are realizing that traditional plans like Delta Dental might be doing more harm than good. Here are three red flags to watch out for, and what employers can do to offer a better dental benefit.
Many of the largest insurance plans like Delta Dental have lost the trust of dental professionals. In recent years, thousands of dentists have left PPO networks due to low reimbursements and complex claims processes.
Red Flag: HR often hears complaints from employees who struggle to find quality dentists in-network, even though most employees only require preventive care or minor procedures.
Better Alternative: A curated dental membership program like DntlDirect gives employees access to vetted, high-quality dentists who are eager to treat them because they’re compensated fairly, while also helping both employees and employers save money on dental care.
Dental insurance plans often highlight generous coverage and high annual maximums, but they rarely disclose the fine print. Many major insurers haven’t increased reimbursements in years, despite rising costs, and often deny payment for necessary procedures like core buildups before crowns. These cost-cutting tactics force dentists to adjust the materials they use and the time they spend with patients, ultimately lowering the quality of care your employees receive.
Red Flag: Stagnant reimbursement rates that undervalue dentists’ time and expertise.
Better Alternative: Companies that offer a dental membership program to employers with transparent pricing so employees have access to a high quality network of dental providers.
For some employers, dental insurance is a significant line item on the benefits budget, but employees still skip care due to hidden costs or coverage confusion. If you’re paying $40 – $60 per employee per month and not seeing engagement, it’s time to reconsider.
Red Flag: You’re paying a premium for a benefit that employees don’t use.
Better Alternative: Provide a dental membership plan that employees can pay for through FSA contributions or payroll deductions. This simple, low-maintenance option is easier to manage than traditional insurance and helps create happier employees.
One company is leading the way with a modern dental membership plan built specifically for employers. It gives employees access to top-rated dentists and specialists, upfront pricing, and a far better experience than traditional insurance.
If your business is tired of overpaying for traditional dental insurance because it’s underutilized, confusing or just underperforming, email kyle@denscore.com to learn about a better alternative.