Small business should consider dental benefits

According to the research reported in this paper, between two million and three million people in Ontario cannot afford to see a dentist.

This lack of substantive dental care is apparently costing Ontario’s health-care system more than $30 million a year.

It is a peculiar thing that our lips, throats and tongues are covered by Medicare but our teeth and gums are not. Clearly our “toothless approach” to health care is taking a serious bite out of the budget.

The actual cost of so many Ontarians not being able to afford dental care is undoubtedly much higher when you consider the link between poor oral health and diabetes, cardiovascular and respiratory diseases, and even Alzheimer’s disease.

And the consequences do not end there.

Research shows a strong link between tooth decay, psychological suffering and social isolation. Poor dental health can also interfere with employment opportunities.

These costs may be difficult to calculate, but what’s clear is that far too many people in our province are treating infections with antibiotics, living with pain and experiencing barriers because they cannot afford preventive dental treatment.

The 2,300 visits to the ER because of pain and infection, a number that’s grown by three per cent over the past three years, is not surprising when you consider a third of Canadians are without public or private dental insurance. What choice do they have?

The Niagara Dental Health Coalition is advocating for the expansion of publicly funded dental health program so vulnerable people in our communities have equitable access to the dental services they need to be healthy.

Hopefully the province’s commitment to Putting Patients First addresses dental health inequities by expanding dental programs for low-income adults and seniors. This is an important part of the solution. But as a community, there is more we can do to fill the gap.

More employers need to consider offering a health benefit package to their staff.

Many people in the business community may balk at the idea, but before you dismiss it, consider the benefits.

Take the Irish Harp in Niagaraon-the-lake, for example. This oldtown, pub-style establishment has a staff of 35 with most staff earning a server’s wage. In Ontario that’s $9.80 an hour.

Dan Muir, managing partner of the Irish Harp, decided to introduce health benefits to his employees about two and half years ago. His motivation for doing so was an opportunity to foster a dedicated staff who are invested in his business.

“When one of our staff needs dental work done, it does not become a financial ruin to them,” says Muir.

He sees health benefits as an excellent recruitment and retention strategy for small businesses, especially restaurants that typically see a high turnover rate.

According to Muir, “people rarely leave the Irish Harp to work at another restaurant. They typically only leave when they are making a career move.”

Muir has also noticed lower absenteeism since introducing health benefits.

“I strongly encourage other small businesses to consider buying into a plan. It may cost a little, but the benefits far outweigh the costs,” he says.

Small business may think they cannot afford it, but the advantages of employee benefits will likely outweigh the consequences of not having them in the long term.

Scott Moore from Tailored Financial Solutions offers an example of what these costs might look like for a small business:

A family-run business with a staff of three can purchase life insurance, dependent life insurance, prescription drug coverage, paramedical practitioner coverage, hospital coverage, vision and travel as well as dental care (full coverage of basic services, and partial coverage of endodontic and periodontal services, and major restorative services), and critical illness coverage for $400 a month for a family plan, or $170 for single coverage. If someone opted for dental only, the monthly cost would be $200 for a family or $80 for single coverage.

Of course, with more employees comes a better rate — and if you are chamber of commerce member your plan is nationally pooled, meaning health and dental claims incurred by a small firm do not directly influence your annual renewal. The claims incurred by the entire pool influences the renewal each year, allowing for stable, manageable renewal rates that a small business can handle.

According to the Niagara Poverty Reduction Network (NPRN), the annual cost of living for a family of four in Niagara is $65,435.51. Disability, life insurance and health benefits are part of the calculated cost coming in at 5239.50 annually, or 12.5 per cent of the family budget.

Employers offsetting health benefit costs would help many individuals and families come a little closer to earning a living wage in Niagara.

Based on the NPRN’s recent calculations, employers who provide both health benefits and life/disability insurance could reduce the living wage to $14.47. Sure individuals will have to contribute toward their plan, but they still come out ahead and so would their employers.

If you are a business owner not currently offering benefits to your employers, contact your chamber of commerce and consider exploring this option.

If you support the expansion of publicly funded dental health programs for adults and seniors living on a low income, take a moment to the sign an e-card and message to Ontario’s health minister, Dr. Eric Hoskins: www.socialplanningtoronto.org/togetherontariodental. Rhonda Barron is chairwoman of the Niagara Dental Health Association and a health promoter at Bridges Community Health Centre in Fort Erie.