Dental Benefits Survey 2013 - Simplyhealth · This report provides an analysis of the 2013 Dental Benefits Survey results. In January 2013, Denplan and YouGov conducted our annual

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DentalBenefits Survey2013

About benefitsIntroduction - key facts 1

On what basis are benefits chosen? 2-4

Health and wellbeing benefits offered to staff 5-7

Changes to benefit provision in 2013 8

Assessing the value of benefits packages 9

Reviewing benefits portfolio in 2013 10-12

Benefits considered most valuable for recruitment, retention and employee wellbeing 13-14

Factors affecting the choice of dental plan provider 15

Attitudes to dental plans 16-17

About dentistry Introduction - key facts 18

How UK adults access dental care 19

Views on NHS dental care 20

Attitudes to dentistry 21

About dentists 22-23

About brokersIntroduction - key facts 24

Companies accessing brokers 25

Perceptions of broker services 26

Importance of services provided by brokers 27-28

Reasons for not using a broker 29

Company decision makers research

This research is based on a Denplan survey among employee benefit decision-makers in UK companies. The survey was carried out online between 30th January and 13th February 2013.

The survey was completed by 503 respondents. Of these, 35% were from large companies with over 250 employees – with the same percentage from small sized companies with fewer than 100 employees. Those from medium sized companies (100-250) accounted for the remaining 30%.

Respondents came from a wide range of business sectors that included professional services, retail, manufacturing and health. Some 58% were at CEO/managing director level, 21% were HR director/managers, 13% were finance directors, while around 8% held a variety of other decision making positions.

Samples were sourced through an online panel (Research Now). No weightings were applied to the survey results and so all figures quoted as ‘companies’ means ‘companies in this survey’ and cannot be taken as representative of all companies in the UK. Samples are unweighted and therefore are not comparable as like for like.

Consumer and employee research

A Denplan survey among UK consumers was conducted online by YouGov in January 2013. The total sample size was 4,116 adults. Of these, 2,039 were employees working either full time or part time. The figures have been weighted and are representative of all UK adults (aged 18+). The 2012 and 2011 data in this report is also from YouGov. The term ‘payment plan’ refers to capitation and maintenance plan patients.

Dental private fee charges

Taken from Denplan’s Supplementary Insurance Benefit Survey, conducted in January 2013 online among Denplan member dentists.

63%

26%

69%

49%

IntroductionWe are pleased to introduce the 2013 Dental Benefits Survey.

I’m sure that this report will provide real value as you review how

best to provide employee benefits in the year ahead. While company

budgets look set to remain tight in 2013, employee benefits

remain a priority with our research showing that three out of five

organisations have taken the opportunity to review the benefits that

they are offering to their employees. Operating in a fragile economic

climate has increased cost sensitivity among employers, who are

now looking for more value than ever from their benefits providers.

This has highlighted the need for providers to offer creative solutions

to employee benefits in order to remain competitive.

Whether starting an employee benefits offering from scratch or

reviewing and improving what you already have in place, I hope that

this report will help provide the insight that you need to generate

ideas, which will help employers and employees alike thrive in the

year ahead.

About the surveyThis report provides an analysis of the 2013 Dental Benefits Survey

results. In January 2013, Denplan and YouGov conducted our

annual survey to gather rich information on the employee benefits

market and give insight into key trends. The report also reveals

employee insight and attitudes towards the benefits offered by

surveying key corporate decision makers in a variety of small to large

sized companies.

Key factsof employees without a dental plan would consider a

dental plan if their employer offered it1

of employers say that they currently offer their staff

a dental plan2

of employers believe that a dental plan enhances

employee wellbeing2

of employers believe that a dental plan helps to manage

staff absences and time taken off for sickness2

Introduction – Key facts 1

Steve Gates Managing Director Denplan

Steve joined Denplan in 1995 and in 2001 became Managing Director. In this role he is responsible for the strategic direction and growth of all Denplan activities, along with the Denplan Board and other senior management team members. Steve focuses specifically on new product and business development, while maintaining close links with the dental profession.

1 Source: Denplan / YouGov survey, January 2013. All employed where employer doesn’t offer a dental plan (N = 1874)

2 Source: Denplan decision-makers survey January 2013. All respondents. (N = 503)

About benefits

Factors considered important by employers

As part of our research, we wanted to explore companies’ and employees’ attitudes to gain a greater

understanding of how benefits are selected. Value for money (53%) and cost (49%) remain the most important

factors when choosing an employee benefit. While still a prominent factor, the importance of cost has shown a

consistent downward trend, 5 percentage points since 2011. This decline highlights a shift in importance with

value for money now becoming more important than cost. Another notable trend is that there is an increased

need for predictable cost, with its importance rising to 24%.

2 On what basis are benefits chosen?

Figure 1 Base: All decision makers

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On what basis are benefits chosen?

44%of companies say that enhancing employees’

wellbeing is a factor when choosing benefits

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Figure 1.1 Base: All employees who have access to benefits

Figure 1.2 Base: All employees who have access to benefits

On what basis are benefits chosen? 3

Factors considered important by employees

Similarly to employers, employees prioritise cost and value

for money as the key deciding factors when considering

benefits. However, there is a strong second tier of factors

including the potential to cover emergencies (79%) and

how often they use the benefit (80%). In contrast to

employer’s responses, the regularity of usage has

increased in importance year on year for employees.

Factors considered important by employees (By company size)

Employees from medium sized company’s responses show that the

most important factor (86%) is choosing a benefits policy that will

cover them for unforeseen events and emergencies.

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4 On what basis are benefits chosen?

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Change in factors influencing choice of benefits over the past 12 months

Figure 1.3 Base: All decision makers

Cost of benefit and value for money steadily gained in importance over the past

12 months, remaining an integral part of many employers’ consideration.

Decision makers are also receptive to something that will be used regularly

by employees, with 22% rating it as more important than last year. Other

factors, including Employee Requests (76%), have remained relatively

steady over this period. 34%of companies say predictable

cost has become a more important factor affecting their choice

of benefits

Health and wellbeing benefits offered to staff 5


0

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26%of companies offer no health and wellbeing

benefits at all

Benefits ordered by companies

74% of decision makers reported offering at least some health and

wellbeing benefits, with the range of benefits offered to staff continuing

to be varied.

Similarly to last year, Childcare Vouchers remain the leading benefit at

35%. Private Medical Insurance (PMI) has shown a noteworthy decline

in the past 12 months dropping to 19%. In contrast, there has been a

significant rise in the proportion of respondents that offer Health

Screenings and Gym Subsidies rising to 29% and 25% respectively.

Over a quarter (26%) of respondents said they offered a Dental Plan to

their staff, becoming the third most popular selection.

Health and wellbeing benefits offered to staff

6 Health and wellbeing benefits offered to staff


0

10

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Health and wellbeing benefits offered to staff (by company size)

There is a strong link between the company size and the benefit offered to employees. Smaller companies are

much less likely to offer benefits with only 45% arranging benefits schemes for their employees, compared with

98% of larger organisations.

Employee health and wellbeing has increased dramatically in importance for larger companies and many

employers have recognised the impact a healthy workforce has on motivation and performance. However,

companies must manage these benefits within their budgets whilst making them attractive and fitting within the

company ethos. The proportion of companies offering a dental plan to their employees has risen significantly

compared to last year reaching nearly half (49%) in large companies.

49%of large companies offer

a dental plan to their employees

Health and wellbeing benefits offered to staff 7

Figure 1.6 Base: All employees who have access to the respective benefits through work

0

10

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Take-up (at least partly employee-paid)Take-up (overall)

Employee take-up of health and wellbeing benefits

PMI remains the most popular benefit taken up by staff. It is evident that employees are more receptive to PMI

when their company paid with only 24% selecting it when they are partly paying. Dental plans are taken up by

nearly a third of employees if it’s offered to them. Two out of three Dental Plans are partly paid by the employee.

Gym Subsidy has declined when the benefit is offered as fully paid dropping 10 percentage points over the

past year.

8 Changes to benefit provision in 2013

Figure 1.7 Base: All decision makers who are reviewing benefits in 2012 and not offering the respective benefit already

0

5

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Considering removingConsidering adding

Benefits that companies are thinking of adding and removing in 2013

Changes to benefit provision in 2013

Perhaps the most noteworthy figure is that 42% of companies are considering adding a dental plan. PMI has

gained popularity becoming the second most popular benefit with almost one in four (23%) companies choosing

to add the plan. The least attractive benefit remains the employee assistance programs, which is currently being

added by 11% and removed by 6%.

42%of companies who are

reviewing their benefits and don’t currently offer a dental

plan are considering adding one

Assessing the value of benefits packages 9

Figure 1.8 Base: All decision makers offering health and wellbeing benefits to their staff

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How do you assess the value of the benefits package you offer your employees?

46%of companies use financial

assessments and ROI to measure the value of their benefits package

Employee Feedback still holds the greatest influence, with 66% of decision

makers referring to this as a key factor when assessing the value of a

benefits package. However, other reasons have gained importance too,

including benefit usage levels, and financial assessments.

An earlier finding on factors considered important by employers showed

that value for money (53%) has become increasingly significant. Therefore,

it is with little surprise that a benefit that provides the highest Usage Levels

(48%) and in turn the greatest Financial ROI (46%) proves the most

attractive to decision makers.

Assessing the value of benefits packages

Reviewing benefits portfolio in 2013

Employee benefits portfolio review

62%of companies are reviewing

their benefits in 2013

10 Reviewing benefits portfolio in 2013

The answers have remained consistent across company’s size with over three fifths (62%) reviewing their

benefits in 2013. This is up 4 percentage points on 2012 across the board. It is evident that the larger the

company, the more likely that a review will take place. Almost three quarters (71%) of large enterprises will be

conducting a review.

Figure 1.9 Base: All decision-makers

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Review of bene�ts portfolio in 2011



Reasons for conducting a review – by company size

The overall reasons for carrying out a review in 2013 remain similar to those in 2012, but there are changes worth

noting especially across large sized organisations. The most notable one is the decline in numbers of medium

and large companies that always review benefits each year, dropping by 10 percentage points. The economic

climate has remained a key issue and challenge that is the main reason for carrying out a review among

companies (32%).

Figure 1.10 Base: All decision makers who are reviewing benefits in 2012 or 2013

Economic climate

Always review bene�ts each year Other (please specify)

Speci�c bene�t implementation (e.g. �ex implementation)

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Review for2012

Review for2013

Total

Review for2012

Review for2013


Review for2012

Review for2013


Review for2012

Review for2013


Reviewing benefits portfolio in 2013 11

12 Reviewing benefits portfolio in 2013

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Reviewing benefits provider

We asked decision makers which of their

current benefit providers they are

reviewing in 2013. The results show that

PMI is the most likely to be reviewed

with 58% of companies re-evaluating

their current arrangements. Nearly half

(47%) of companies are reviewing their

dental provider, shortly behind Health

Cash Plans (48%). The results are lower

for the remaining benefits, with between

one third and a half of all companies

reviewing these.

Reasons for not reviewing benefits

The most common reason for not

reviewing benefits is that it is not a

business priority, particularly among small

and medium companies. Interestingly,

this is not the main reason for large

companies, which could be partially due

to the fact that they schedule annual

employee benefit reviews. Smaller

companies rated both benefits not being

a business priority and there being no

financial need to review as equally

important factors at 43%. These reasons

are indicative of the current economic

climate, with many employers looking to

manage their budgets more cost-

effectively. Large companies are most

likely to be happy with their providers

(37%) and for this reason may not review

their benefits packages.

58% of companies offering PMI are reviewing their

provider this year

0

10

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Figure 1.11 Base: All decision makers who are reviewing benefits in 2013 for the respective benefits they offer

Figure 1.12 Base: All decision makers not receiving benefits in 2013

Benefits considered most valuable for recruitment, retention and employee wellbeing 13

Which benefits do companies believe will help toward specific business goals?

Benefits considered most valuable for recruitment, retention and employee wellbeing


0

10

5

15

20

25

30

35

PM

I

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tal P

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Recruiting new staff Retaining existing staff Enhancing employee wellbeing

PE

RC

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We asked decision makers which benefit they felt offered most value in

recruiting and retaining staff. Childcare Vouchers (32%) along with Critical

Illness Protection (36%) were considered as the most valuable benefits for

recruiting new staff, whereas, Critical Illness Protection was also selected

top to help retain staff (37%).

Health Screenings were the most commonly selected benefit to enhance

employee wellbeing at 32% followed by Gym Subsidy (30%) and Dental

Plans (29%).

29%of companies believe

that dental plans enhance employee wellbeing

14 Benefits considered most valuable for recruitment, retention and employee wellbeing

0 5 10 15 20 25 30 35 40

PERCENTAGE (%)

Keeps me loyal to my current employer

Attracts me to a new employer

Demonstrates youremployer’s support of your wellbeing

Dental Plan

Health Cash plan

Healthy living programmes

Childcare Vouchers

Private Medical Insurance (PMI)

Gym Subsidy

Figure 1.14 Base: All employees

How much influence do benefits have on employees?

It is important that employer’s select benefits that are relevant to employee needs. Employers’ increasing

recognition of the positive impact of a healthy workforce has pushed employee health and wellbeing up their

agenda. This shows the importance of communications with employees to help companies benchmark their

benefits programmes against needs.

When looking from the employee’s perspective the position is slightly different from employers (on the previous

page). For example, 27% of employees believe that Health Cash Plan’s help with recruitment. But only 15% of

companies agree.

Dental plans are viewed by employees as increasingly important. The results for 2013 show rises in each of the

three categories in our survey compared to 2012. Employees see Dental Plans as the most important benefit in

demonstrating their employer’s support for their wellbeing (32%) and attracting new employees (30%).

30%of people would be attracted

to a new employer by a dental plan

Looking specifically at dental plans, we asked decision makers the factors that influenced their choice of provider.

Similarly to 2012, price remains the most frequently mentioned factor for choosing a specific dental plan provider.

While this reason has remained the top of employers’ agendas in previous years many other reasons have hugely

grown in prominence, including the flexibility (49%) and simplicity (45%) of the product.

Factors affecting the choice of dental plan provider 15

When asked to rank the key factor influencing their choice of plan, price stood out above all others at 42%.

In conjunction to the above table, flexibility of product was rated as the second most important factor at 19%. This

year, just 10% of respondents selected simplicity of product, compared with over double that number (21%) in 2012.

PE

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Figure 1.16 Base: All decision makers providing a dental plan

Figure 1.15 Base: All decision makers providing a dental plan

PE

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0102030405060

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n2011 2012 2013

Reasons among companies for choosing a provider

If there was one factor – above all others - what would it be?

Factors affecting the choice of dental plan provider

Attitudes to dental plans

Views among employers

49%of decision makers agree that dental plans help to

manage absenteeism and time taken off

for sickness

16 Attitudes to dental plans

PE

RC

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TAG

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Figure 1.17 Base: All company decision makers

Respondents both with and without a dental plan were asked their attitudes towards a dental plan. Company

decision makers stated that the most influential factor a dental plan provided was enhancing employee wellbeing

(69%). Since 2012, there has also been a significant rise in employers agreeing that a dental benefit helps to

manage time taken off for sickness rising to 49% (compared with 31% last year).

A noteworthy 55% believe a dental plan is relevant with today’s offerings.

With the uncertain economic state it is imperative for companies to make

sure that benefits meet employee’s needs and increase value helping to

retain and attract staff.

Views among employees

Attitudes to dental plans 17

PE

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0

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any’

s w

ellb

eing

str

ateg

y

Figure 1.18 Base: Employees working for an employer that does not offer a dental plan

We asked employees working for an employer who does not offer a dental benefit their attitude towards dental

plans. The feedback highlighted that 63% of employees would consider one if offered; while 54% said they

would appreciate access to one as part of a package.

More than half (55%) concur that a dental plan is a tangible, usable employee benefit. This factor fits in with the

finding that 80% of employees rated usability when considering benefits.

63%of employees would

consider a dental plan if one was offered by

their employer

18 Introduction – Key facts

78%

80%

24%

27%

About dentistry Roger Matthews Chief Dental Officer -

MA BDS DGDP(UK) FDSRCS(Edin)

Roger joined Denplan in 1995 having spent 20 years working in general dental practice and as an advisor for the Medical Defence Union. He oversees dental advice to the company and its links with professional and political bodies and looks after Denplan’s teams ensuring our over 6,500 member dentists provide high quality care.

1 Source: Denplan / YouGov survey, January 2013. All respondents in full or part-time employment. (N = 2039)


IntroductionFears over NHS cutbacks, access problems and rising costs of

dentistry are worrying employees and it seems that the economic

climate is having a negative effect on dental attendance. Company

decision makers understand that there’s a direct link between oral

health and the overall wellbeing of their staff. We all know that

prevention is better than cure and recent evidence has found that

poor oral health is linked to general health issues. This is why it’s so

important that companies encourage their employees to look after

their oral health.

This makes dental benefits schemes all the more attractive and

valuable for brokers, companies and employees alike. Dental

plans provide security and certainty – and are well recognised as a

tangible benefit that would be well used and appreciated.

Key factsof employees attend the dentist at least once

every 2 years1

of employers are aware that the cost of dental

care is rising2

of employees agree that issues accessing NHS dentists

are impacting their oral health1

of companies say that their employees are having trouble

finding a dentist2

How UK adults access dental care

How UK adults access dental care 19

Figure 2 Base: All UK adults (18+)

0

10

20

30

40

50

60

70

80

Nev

er

Onl

y w

hen

in p

ain

Eve

ry 6

mon

ths At

leas

t on

ce

ever

y ye

ar

At

leas

t on

ce

ever

y 2

year

s

Less

reg

ular

ly

January 2011 January 2012 January 2013

PE

RC

EN

TAG

E (%

)

How often do you see a dentist?

Regular attendance at the dentist has always been

acknowledged as a central part of a healthy lifestyle, and

our survey finds this attitude has continued with 45% of

adults attending every six months, and 72% at least

once a year. So despite the economic downturn, a trip

to the dentist is still considered very important among

the UK public.

Geographic comparisons

PE

RC

EN

TAG

E (%

)

0102030405060708090 N

orth

Mid

land

s

Eas

t

Lond

on

Sou

th

Wal

es

Sco

tland

Nor

ther

n Ire

land

Figure 2.1 Base: All regular dental attendees

Attendees in the North and Scotland are most likely to visit the dentist once every two years (81%), while London

(70%) and the Northern Ireland (74%) have the lowest proportion of regular attendees.

78%of adults say they visit the dentist at least once every

two years

Views on NHS dental care

What employees believe

20 Views on NHS dental care

73%of employees think that

the costs of dental care and treatments are rising

There has been much discussion and debate in the media over the state of dentistry in the UK. This is something

which is widely acknowledged by companies and staff, with over half (51%) of employees recognising the issues

in currently accessing an NHS dentist.

Almost three quarters (73%) of respondents agree that the cost of dental

care is rising, while 21% agree that issues accessing NHS dentists are

impacting their oral health. However, this does not seem to be deterring

UK adults from visiting the dentist, with almost four fifths (78%) visiting

once every two years.

Figure 2.2 Base: All employees

PE

RC

EN

TAG

E (%

)

0

10

20

30

40

50

60

70

80

90

I am

hav

ing

trou

ble

�n

din

g a

den

tist

Ther

e ar

e is

sues

reg

ard

ing

acce

ss t

o N

HS

den

tistr

y at

th

e m

omen

t

NH

S d

enta

l acc

ess

issu

es a

re h

avin

g an

ef

fect

on

my

oral

hea

lth

Goo

d o

ral h

ealth

sup

por

ts

your

ove

rall

wel

l-b

eing

The

cost

s of

den

tal c

are

and

tre

atm

ent

are

risin

g

Attitudes to dentistry

Attitudes to dentistry 21

PE

RC

EN

TAG

E (%

)

Our

em

plo

yees

are

hav

ing

trou

ble

�nd

ing

a d

entis

t Em

plo

yees

wou

ld r

ecog

nise

the

val

ue o

f a

den

tal p

lan

as a

tan

gib

le, u

sab

le b

ene�

t

Goo

d d

enta

l hea

lth s

upp

orts

yo

ur o

vera

ll w

ellb

eing

The

cost

of d

entis

try

put

s m

y em

plo

yees

off

goin

g to

a d

entis

t

I am

aw

are

of t

he r

isin

g co

sts

of d

enta

l cov

er

I bel

ieve

tha

t G

over

nmen

t sp

end

ing

cuts

w

ill h

ave

an im

pac

t on

NH

S d

enta

l pro

visi

on

0

10

20

30

40

50

60

70

80

90


84%of companies believe

there is a link between good dental health and general

wellbeing

It is important that companies are also sensitive to the views and experiences of their staff. Companies offering a

dental plan to their employees are generally more likely to agree with the statements than companies that do not

offer a dental plan to their employees. It is evident that decision makers are aware of the challenges and even

raise some that are not highlighted by employees. For example, as we have

just seen, 73% of employees are worried about the rising costs of dental care.

For companies, this concern is much greater at 80%. Both groups recognise

the value of a dental plan and that dental plans are considered by many

companies and employees to be key in promoting employee wellbeing.

About dentists

Changes in dental charges

Over the past 12 months we have noted a number of fluctuations in dental costs, with some treatment lines

rising while others showing reductions. Cost of routine care has remained relatively stable, showing that dentists

are focusing on this area in order to remain competitive.

Complex procedures such as crowns and root canal treatments have seen price increases, which is attributable

to a number of factors. Base-cost changes, such as the increase in costs of precious metals and other materials,

certainly play a part. Requirements for dentists to comply with additional decontamination and

regulatory compliance in the last two years has increased the cost of private dentistry, and

inevitably been passed on to patients. However, the rate of cost increase on these

treatments in the past year has somewhat stabilised, showing that these

regulatory changes are now embedded into prices.

22 About dentists

£0

£100

£200

£300

£400

£500

£600

44.012011 Average

2012 Average 49.03

43.94

48.93

29.95

38.70

100.01

103.22

456.45

471.67

431.62

443.25

384.30

400.95

361.20

369.30

2013 Average 47.11 46.40 35.97 106.00 490.26 459.30 412.08 382.05

Full

exam

fee

for

a p

rivat

e p

atie

nt

Priv

ate

scal

e an

d p

olis

h fe

e

Pan

oral

rad

iogr

aph

Com

pos

ite �

lling

- p

oste

rior

2 su

rfac

es

Den

tine

bon

ded

cro

wn

Met

al b

ond

ed p

orce

lain

cro

wn

Met

al b

ond

ed p

orce

lain

brid

gew

ork

- p

ontic

Per

man

ent

root

can

al t

reat

men

t -

mol

ar

AV

ER

AG

E C

harg

es

Figure 2.4 Base: Denplan member dentists Insurance Benefit Survey, February 2013

How charges vary by region

About dentists 23

Figure 2.5 Base: Denplan member dentist insurance Benefits survey, January 2013

£0

£10

£20

£30

£40

£50

£60

£70

£80

£90

£100

£110

Composite �lling

Full exam fee for a private patient

Private scale and polish

101.92

50.46

41.31

101.09

47.36

44.25

110.34

43.72

42.40

97.67

46.39

46.24

115.31

44.91

52.47

Sco

tland

Nor

th o

f Eng

land

Mid

land

s

Sou

th &

W

est

Wal

es

Sou

th E

ast

(inc

Lond

on)

2012

PR

ICIN

G

AV

ER

AG

E C

harg

es

46%

81%

47% 31%

Pam Whelan Head of Corporate

Pam joined Denplan in 2000 as a Corporate Consultant having previously worked within the financial sector. In January 2005 she was promoted to Corporate Sales Manager and in March this year Pam became Head of Corporate where she is responsible for the overall strategy of the corporate area.


2 Source: Denplan decision makers survey January 2013. All respondents using a broker for procurement/admin. (N = 230)

IntroductionWe are delighted to present an entire section that explores the

relationship between companies and brokers. The results give you

an interesting insight into how attitudes in the marketplace vary by

company size. There are clear opportunities to capitalise on specific

needs – as well as convincing more companies about the benefits of

using a broker. A growth in smaller companies using broker services

will mean that brokers must understand how these companies

search for benefits and what their requirements are. These results

can help you understand the key dynamics of a broker/client

relationship and ensure commercial opportunities are maximized.

Key factsof companies use broker advice in

procuring benefits1

of companies that use a broker feel it

represents value for money2

of companies cite broker advice as a method

used in their benefits search1

of companies see the importance of using a broker’s

ability to negotiate deals and special rates1

About brokers

24 Introduction – Key facts

Companies accessing brokers 25

0

20

10

30

40

50

60

70

80

90

100

Tota

l

Sm

all

(0-1

00 e

mp

loye

es)

Med

ium

(1

01-2

50 e

mp

loye

es)

Larg

e (2

51+

em

plo

yees

)

2011 20132012

PE

RC

EN

TAG

E (%

)

Figure 3 Base: All decision makers

Ben

e�ts

boo

k or

ann

ual

0

20

10

30

40

50

60

70

80

90

100

Web

sea

rch

(e.g

. Goo

gle)

Sp

eci�

c in

dus

try

web

site

Bro

ker

advi

ce/

info

rmat

ion

Oth

er

Sp

ecia

l sup

ple

men

t in

pub

licat

ion

Ind

ustr

y p

ublic

atio

n

Total Small (0-100 employees)

Medium(101-250 employees)

Large(251+ employees)

PE

RC

EN

TAG

E (%

)


Companies using brokers for employee benefit procurement and/or administration

The continuingly unstable economic climate does not seem

to have deterred companies from using a broker with nearly

half (47%) using one for employee benefit procurement

and/or administration.

Broker advice remains the most important method for

researching benefits across all size companies. Large

companies also use industry publications and benefits

books and annuals (34%). Small companies are more likely

to use web searches (51%), which may be due to price and

lack of knowledge about the value added by the broker.

Methods used for researching benefits

Companies accessing brokers

26 Perceptions of broker services

Figure 3.2 Base: All decision makers using a broker

0

20

10

30

40

50

60

70

80

90

Tota

l Sm

all (

0-10

0 em

plo

yees

)

Med

ium

(101

-250

em

plo

yees

)

Larg

e (2

51+

em

plo

yees

)

Man

ufac

turin

g

Fina

ncia

l Ser

vice

s

Pro

fess

iona

l S

ervi

ces

PE

RC

EN

TAG

E (%

)

2011 20132012

The marketplace has shown unpredictable results across both company

size and industry sector. Over four fifths (81%) of companies agree that

services provided by brokers deliver value for money. With the growth of

small companies using a broker (38%) it’s not surprising that there is an

increase in the respondents that agree with the value of using one.

Companies agreeing that services provided by brokers deliver value for money

85%of small companies who

use a broker agree services provided by their broker

gives them value for money

Perceptions of broker services

Importance of services provided by brokers 27


0

20

10

30

40

Imp

artia

l com

pre

hens

ive

mar

ket

revi

ew

Neg

otia

ting

dea

ls/

spec

ial r

ates

Kee

p m

e up

dat

ed o

nch

ange

s in

the

mar

ket

Sup

por

t in

com

mun

icat

ing

the

valu

e of

ben

e�ts

to

emp

loye

es

Pro

vid

e ex

per

tise

not

avai

lab

le in

sid

e th

e co

mp

any

Giv

e ac

cess

to

tech

nolo

gy s

olut

ion

(e.g

. �ex

ible

ben

e�t

pla

tfor

ms)

Pro

vid

ing

outs

ourc

ed

adm

in/s

ervi

ces

Broker used 2013 Broker not used 2013

VE

RY

IMP

OR

TAN

T (%

)

Importance of services provided by brokers - as rated by all companies

Not surprisingly, those using a broker are more likely to rate the services offered as important. Those using a

broker rate negotiating deals (31%) and providing expertise not available inside the company (28%) as the most

popular reasons. Overall percentage of companies without a broker are less convinced by any of the factors

being important, with the only noticeable consideration shown over negotiating prices (12%), which is

understandable when companies are focusing on reducing their costs.

31% of companies see the importance of using a

broker to negotiate deals and special rates

Importance of services provided by brokers

Importance of services provided by brokers - as rated by companies of different sizes

28 Importance of services provided by brokers


0

20

10

30

40

Imp

artia

l com

pre

hens

ive

mar

ket

revi

ew

Neg

otia

ting

dea

ls/

spec

ial r

ates

Kee

p m

e up

dat

ed o

nch

ange

s in

the

mar

ket

Sup

por

t in

com

mun

icat

ing

the

valu

e of

ben

e�ts

to

emp

loye

es

Pro

vid

e ex

per

tise

not

avai

lab

le

insi

de

the

com

pan

y

Giv

e ac

cess

to

tech

nolo

gy s

olut

ions

(e.g

. �ex

ible

ben

e�t

pla

tfor

ms)

Pro

vid

ing

outs

ourc

ed

adm

in/s

ervi

ces

Small(0-100 employees) 2013

Medium(101-250 employees) 2013

Large(251+ employees) 2013

VE

RY

IMP

OR

TAN

T (%

)

The unpredictable economic climate means cost affects companies no matter the size. This has resulted in

company’s prioritising the use of brokers to negotiate deals. While this remains the most popular reason in

subsequent years, different reasons have materialised depending on company size.

In general, small companies are less likely to rate many of the services provided by brokers, driven by the fact that

they are less likely to use them. Behind negotiating rates, providing an impartial review is the second most

popular reason for small companies (14%). Medium sized companies are more convinced by the expertise a

broker offers outside the company (25%), while responses from large size companies show that their priority is

based on negotiating rates and providing an impartial review.

Reasons for not using a broker 29

0

20

10

30

40

Hav

e d

edic

ated

st

aff i

n-ho

use

to m

anag

e em

plo

yee

ben

e�ts

It is

a fu

nctio

n of

ou

r no

rmal

p

rocu

rem

ent

team

Cos

t of

eng

agin

g a

bro

ker

is t

oo h

igh

Don

’t un

der

stan

d t

he b

ene�

t us

ing

a b

roke

r w

ould

brin

g

Oth

er (p

leas

e sp

ecify

)

Wis

h to

hav

e a

dire

ctre

latio

nshi

p w

ith o

ur

ben

e�t

pro

vid

ers

Pre

viou

s ex

per

ienc

e

Small(0-100 employees) 2013

Medium(101-250 employees) 2013

Large(251+ employees) 2013

VE

RY

IMP

OR

TAN

T (%

)

Figure 3.5 Base: All decision makers not currently using a broker for procurement/admin

The previous table’s results underline that small, medium, and large companies view brokers and the importance

of their services differently. It’s therefore imperative that a broker understands their client requirements in order to

increase market share.

Almost half (45%) of large company decision maker’s state that having a dedicated in-house team to manage

benefits is the biggest reason for not using a broker. In contrast, smaller companies choose not to use a broker

due to the associated costs (37%) and lack of understanding of the benefits using a broker provides (33%).

One key challenge facing brokers over the past year has been the desire for companies of all size to have a direct

relationship with their benefits providers. This is especially relevant with large companies at almost a third (33%)

of employers.

Reasons for not using a broker

Denplan Limited, Denplan Court, Victoria Road, Winchester, SO23 7RG, UK.

Tel: +44 (0) 1962 828 000. Fax: +44 (0) 1962 840 846. Email: [email protected] of Simplyhealth, Denplan Ltd is an Appointed Representative of Simplyhealth Access. Simplyhealth Access is incorporated in England and Wales, registered no. 183035 and is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and Prudential Regulation Authority. Denplan is regulated by the Jersey Financial Services Commission. Denplan Ltd only arranges insurance underwritten by Simplyhealth Access. Premiums received by Denplan Ltd are held by us as an agent of the insurer. Denplan Ltd is registered in England No. 1981238. The registered offices for these companies is Hambleden House, Waterloo Court, Andover, Hampshire. SP10 1LQ

INTR59-0713

[email protected] 838 951

We’re here to help you For more information about Denplan:

Dental Benefits Survey 2013 - Simplyhealth · This report provides an analysis of the 2013 Dental Benefits Survey results. In January 2013, Denplan and YouGov conducted our annual

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