Good oral health is not just about avoiding the dentist's drill - it is also linked to general health and wellbeing of employees. Pam Whelan explores dental benefit schemes.
Over 300 diseases have early warning signs in the mouth, the most serious of which include diabetes, cardiovascular disease and strokes. However, what many people do not realise is that bad oral health can contribute to some of these diseases. This is because bacteria in the mouth can get into the bloodstream through cavities and gums.
With up to 12% of NHS expenditure being spent on diabetes alone and cardiovascular disease being the number one killer on the planet, any method of early diagnosis is vitally important.
However, dental caries – otherwise known as tooth decay – is one of the most common chronic diseases in the world and should not be underestimated. This is why it is so important that companies encourage their employees to look after their oral health.
It is always better to stop problems before they start and regular dental attendance can help reduce the need for future treatments like fillings, root canal treatment and crowns. However, research commissioned by Denplan revealed that 10% of people in the UK would delay or cancel dental appointments if they started to feel the pinch in this worsening financial climate.
This is not good news as, not only can regular dental check-ups reduce the risk of gum disease, mouth cancer and loss of teeth, it can prevent dental emergencies from occurring and ensure a lifetime of good oral health. Unsurprisingly, people lucky enough to have a dental benefit through their work are far less likely to cancel or delay their appointments.
As a broker, it is important to find the companies they represent the benefits that all their employees can take advantage of. Childcare vouchers, for example, are a great benefit to offer, but inevitably exclude the percentage of employees without children. However, 62% of adults go to the dentist every six months, so the percentage of employees taking up this benefit is potentially much higher than some others. It could also be expected that this figure would rise as offering a dental benefit will also encourage those people who do not regularly attend the dentist to do so.
Importantly, some payment plan providers are now able to give employees more freedom in the way they use their dental cover. Previously, employees electing for a dental benefit at work had to make a choice between ‘NHS’ or ‘private’ dental plans. Employees without a dentist were faced with choosing a plan without knowing how they would receive their treatment in the future. Thankfully, some providers will now not only cover these employees for dental injury and emergency cover on top of their routine treatment, but they can even claim back 100% of any NHS charges.
Developing a routine
Furthermore, providing a dental benefit that provides employees with cash reimbursement for routine care can help ensure regular attendance, which is important for a lifetime of good oral health.
One of the most important things to consider when suggesting a company benefit to customers is whether they will be able to continue it year after year. For a company to offer a benefit to their employees, only to have prices increase and be forced to withdraw it, would be a worst case scenario.
This does not have to be a problem when considering dental as a benefit. Some payment plan providers operate under a community-rated pricing structure and are therefore able to offer a more stable premium and avoid fluctuations in cost. This not only benefits the company as they can retain their benefits for the foreseeable future, but is also good for the broker as they can offer their customers the most cost-effective and usable benefit packages.
One of the most important things for the broker to ensure is that the companies they recommend have the same dedication to customer service as they do, as well as being expertly placed to offer advice and assistance.
An option in this case, for those recommending dental as part of a company benefit scheme, would be to talk to dental companies rather than general insurance providers. This ensures that any advice given to employees will reflect the latest developments in the dental industry and any products are specifically tailored to promote preventive dental care. Moreover, general dental insurance will only cover the employee in case of an accident or emergency, whereas a specialist dental company can provide a usable product that supplies ongoing oral healthcare, as well as a range of other services.
Room to manoeuvre
In this uncertain financial climate, it is also vital that brokers offer flexibility. Providing a number of funding options is one way to ensure your customers get the most out of their benefit packages and, therefore, their financial contribution. Flexible options can include company paid and salary-deduct schemes, flexible benefits, voluntary schemes and part-funded plans. However, by providing dental through a specialist company, it is possible to tailor the dental offering for each individual customer.
For a company to offer a range of benefits will, no doubt, have a positive effect on the long-term motivation and retention of their employees. For brokers, the challenge is finding the most company-friendly, cost-effective and usable benefits for their customers. Dental benefits can be a viable option and one that will help look after the general wellbeing of a wider range of people, as well as their teeth.
Pam Whelan is corporate dental sales manager from Denplan, part of the Axa Group
