Vision insurance is often an afterthought.
Most small businesses are focused on health coverage. Understandably so. But here's the real question: What about the benefits your employees use every year?
We're talking about dental cleanings. Eye exams. New glasses for the developer who squints at their screen during every Monday meeting.
This is where bundling small group vision insurance with dental coverage comes in. It's a low-effort, high-impact decision that helps you offer more without doubling your workload or costs.
What does small group vision insurance even cover?
At a glance, it seems simple. But it delivers more value than most employers realize.
Here's what's usually included:
- Annual eye exams
- Frames and lenses or contacts
- Discounts on lens coatings, bifocals, or LASIK
- Access to a vast network of providers
And here's the kicker. Eye exams can detect serious health issues long before symptoms show up. Think diabetes, high blood pressure, or even neurological problems. Vision coverage isn't just a nice-to-have; it's an early warning system for your team's health.
So why do so many small businesses skip it? Because many assume it's complicated or expensive. It's neither, especially when bundled with dental.
Bundling: smarter coverage, more straightforward process
Managing multiple benefit providers can be a time sink. There are two enrollment systems, separate billing, and different renewal dates. It quickly becomes a mess.
Bundling vision and dental through the same provider or marketplace means:
- One portal for enrollment and billing
- Easier plan management
- Streamlined communications
- A single renewal timeline
Beyond saving time, bundling often leads to better plan designs and higher employee participation. When people can opt in once and get twice the coverage, they're far more likely to enroll.
A stronger participation rate may help control future premium costs by improving your risk pool.
Will bundling save you money?
Let's not sugarcoat it. Bundling doesn't always guarantee dramatic cost savings. But here's what usually happens:
- You save time and reduce admin headaches.
- You gain access to more competitive group plans.
- Your team sees more value in what you offer.
- More employees enroll, boosting overall participation.
Even if premiums stay roughly the same, the value increases. The plans are easier to manage. Your employees feel better taken care of. And that helps with retention, satisfaction, and workplace culture.
What to consider before you bundle
Not all bundled plans are created equal. Some are packed with hidden limitations, while others offer genuine value. Here's what to watch for:
Network coverage
Do your local dentists and optometrists participate in the plan? A great price means nothing if no one near you accepts the coverage.
Flexibility
Can employees enroll in one benefit and skip the other if needed? What if some are already covered elsewhere?
Participation requirements
Some carriers require a minimum number of employees to enroll. Others are more flexible, especially with voluntary plans.
Support access
Is there someone you can speak to for advice? Look for marketplaces that offer licensed advisors who can guide you through comparisons and paperwork.
Plan transparency
You should be able to compare costs and benefits side by side. If it's all behind a form or phone call, it's not as efficient as it should be.
What does it look like in real life?
Let's say you own a 15-person marketing agency. You've offered dental for a while, and people seem happy. But during a quarterly check-in, someone brings up eye exams and glasses. You decide to explore vision coverage.
You log in to your small group benefits portal, click into the dental plan, and see an option to add vision coverage. With just a few steps, you bundle both. Same platform. One invoice. Less stress.
Ten out of fifteen employees opt in. You didn't just meet a need. You made your benefits package feel complete without making your job harder.
Why this matters more than ever
Employees today care about more than just salary. They're comparing benefits, flexibility, wellness offerings, and long-term value. These small benefits add up if you're competing for talent or simply trying to keep your team engaged.
Dental and vision may not feel glamorous, but they send a clear message. You care about the daily quality of life. You're paying attention to what employees use.
That kind of attention builds trust and loyalty.
Ready to explore your options?
If you're even thinking about bundling dental and vision, here's a quick checklist to get started:
Understand your team's needs
Are people asking about vision? Do you have employees with dependents who could benefit from both?
Use a group-focused marketplace.
Choose a platform designed for small businesses. It should let you compare vision and dental plans and offer bundled options.
Get a quote
Provide basic business and employee information to receive personalized pricing.
Speak with a licensed advisor
Don't try to decode everything yourself. A trusted advisor can help you evaluate what makes sense for your business size and budget.
Roll it out clearly
Communicate the changes to your team, walk them through what's included, and be available to answer questions.
Final thoughts
Bundling small group vision insurance with dental coverage doesn't just save time. It shows your team that you care about more than the basics.
It's a simple move with smart returns. You protect your employees' wellness. You streamline your workload. And you make your benefits package more complete without complicating your life.
So if you're looking for a more innovative way to do benefits, start by bundling the ones your people use the most.
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