How can a small to medium-sized business retain employees and attract new talent?

Supplemental insurance plans are more affordable than traditional insurance and are considered to be Voluntary Benefits.

Voluntary Benefits: This means the employer simply makes the plan available, and employees choose whether to opt-in and pay the premiums directly out of their own paychecks. The employer can also choose to partially or completely subsidize the new benefits.

Zero Direct Cost: It provides a brand-new benefit to the workforce without adding a line item to the company's insurance budget.

Potential Savings: With a Section 125 Document, many supplemental plans are eligible for pretax savings. This saves both the employee and company money.

Core health benefits like healthcare, dental, and vision insurance are consistently ranked by employees as the most critical component of their overall compensation package, often trailing only their actual salary.

For the vast majority of the workforce, these benefits are no longer viewed as "perks"; they are considered essential baseline expectations.

Here is why they matter so much to employees, backed by modern workforce data:

1. It is a Top Priority in Job Hunting

When workers are looking for a new role or deciding whether to stay at their current company, health benefits heavily weigh on the decision.

• The Deciding Factor: Multiple industry studies (such as those by the Society for Human Resource Management (SHRM) and Willis Towers Watson) regularly show that roughly 75% to 80% of employees consider health insurance a major factor in whether they accept a job offer.

• Benefits Over Salary: A significant portion of employees report they would choose a job with a slightly lower salary if it meant having access to a premium, low-cost health and dental plan.

2. Financial Protection and Peace of Mind

Medical care is one of the leading causes of personal bankruptcy and unexpected financial stress in the United States.

• The Safety Net: Employees want to know that a sudden illness, a dental root canal, or a need for new prescription glasses won't wipe out their savings.

• Reduced Stress: When an employer provides solid core benefits, it alleviates a massive amount of personal anxiety, allowing employees to focus on their work rather than worrying about how to pay for a doctor's visit.

3. Preventive Care Keeps People at Work

Dental and vision insurance are often inexpensive for employers to offer, but they carry massive perceived value for employees because they are used frequently.

• Routine Maintenance: Unlike major medical insurance, which people hope they don't have to use, employees expect to use dental and vision benefits every single year for routine cleanings, eye exams, and updated prescriptions.

• Early Detection: Regular eye and dental exams often catch broader health issues (like diabetes, high blood pressure, or systemic infections) early, preventing longer-term medical leave.

4. A Sign of Employee Care and Value

Employees view a company’s benefits package as a direct reflection of how much the employer values their well-being.

• Company Culture: Offering comprehensive health, dental, and vision insurance signals a supportive company culture that cares about the "whole person," not just the work output.

• Retention: Companies with robust core benefits experience significantly lower turnover rates. It is much harder for a competitor to poach an employee if that employee is worried about losing a great health plan that protects their family.

The Modern Competitive Landscape

In today's workforce environment, missing even one of these "Big Three" (Health, Dental, Vision) can be a red flag to top talent. While healthcare protects their life savings, dental and vision are the highly visible, highly utilized benefits that employees look for to handle their day to day wellness.

A Supplemental Telehealth plan is more affordable than a traditional HMO or PPO. Some plans cover everyone who lives with the employee and may offer mental health coverage without additional cost.

Are you looking at how to structure a new benefits package to attract talent, or perhaps trying to make a case to leadership for upgrading your company's current offerings?

Schedule a free consultation on my website.

www.christophersakamoto.net