Ask a job candidate what matters most in a compensation package, and the answer is rarely just salary. Health, dental, and vision benefits consistently rank at the top of what employees say they want — and, more importantly, what drives them to stay. Yet many business owners spend thousands of dollars on a benefits package that misses the mark because they're guessing at what employees actually value. Getting this right isn't just good HR practice; it's a direct lever on hiring, retention, and productivity.

Why Health Benefits Remain the Top Priority

Employer-sponsored health insurance is the cornerstone of any competitive benefits package. According to repeated surveys by SHRM and the Kaiser Family Foundation, medical coverage is the single most valued benefit across virtually every workforce demographic. Employees aren't just looking for a plan that exists — they're evaluating premium costs, deductible levels, network breadth, and whether their current doctors are covered.

For business owners, this means that offering a bare-minimum, high-deductible plan and calling it done can backfire. Employees notice when the plan they're offered requires them to pay $3,000 out of pocket before coverage kicks in. Where possible, consider offering more than one plan tier — a lower-deductible option alongside an HSA-compatible high-deductible plan — so employees can choose the coverage that fits their family situation. Choice signals respect, and it costs less than most employers assume.

Dental Insurance: Underestimated and Deeply Appreciated

Dental coverage is often treated as an afterthought, bundled in or quietly left out of benefits packages to save money. That's a mistake. Dental benefits rank second only to medical coverage in employee satisfaction surveys, and their absence is a genuine sticking point during job offer negotiations.

The math makes sense from the employee's perspective: routine dental care — cleanings, X-rays, fillings — is expensive out of pocket but highly predictable when covered. Employees with families feel this even more acutely. A solid group dental plan with strong preventive care coverage (typically 100% for cleanings and exams) and reasonable coverage for basic and major services gives employees real, tangible value every year.

When evaluating dental plans, look for:

  • 100% coverage for preventive care with no waiting period
  • Reasonable annual maximums (at least $1,500 per person)
  • Orthodontic coverage options, especially for employees with children
  • A broad in-network provider list in your employees' geographic areas

Vision Benefits: Low Cost, High Impact

Vision insurance is one of the most cost-effective benefits a business can offer. Group vision plans typically cost employers less than $10 per employee per month, yet employees consistently rate them as a meaningful perk — particularly as screen time has surged and more workers report eye strain and vision changes.

A good vision plan covers annual eye exams, a frame or contact lens allowance, and discounts on lens upgrades like anti-glare coatings or progressives. For employees who wear corrective lenses, this benefit pays for itself in the first use. For employees who don't currently need correction, the covered annual exam is still a valued preventive care touchpoint.

Don't overlook vision when building your employee benefits package. Its low price point relative to its perceived value makes it one of the smartest additions you can make.

What Employees Actually Want Beyond the Basics

Once core health, dental, and vision benefits are covered, employees increasingly value enhancements that reflect a whole-person approach to wellness. Some of the most appreciated additions include:

  • Mental health coverage: Access to therapy, counseling, and behavioral health services has become a top priority, especially among younger workers. Ensure your medical plan includes meaningful mental health parity.
  • Telehealth access: Convenient virtual care is now an expectation, not a bonus. Plans with robust telehealth options reduce absenteeism and increase employee satisfaction.
  • HSA or FSA contributions: Employer contributions to a Health Savings Account or Flexible Spending Account stretch the value of high-deductible plans and are highly valued by cost-conscious employees.
  • Prescription drug coverage: Employees managing chronic conditions pay close attention to formulary tiers and out-of-pocket maximums on prescriptions. Strong Rx coverage earns outsized loyalty.

Aligning Your Benefits Package With What Employees Value

The most effective benefits strategy starts with listening. Annual benefits surveys — even simple ones — tell you whether employees are actually using and valuing what you're offering. Are employees opting out of dental because the premium split feels too high? Are they asking about vision but not finding it on offer? That feedback is gold.

Once you know what your workforce values, the administrative side matters just as much as the plan design. Confusing enrollment processes, delayed ID cards, and billing errors erode the goodwill a strong benefits package builds. Seamless, well-communicated benefits administration is part of the benefit itself.

At Nomad Partners, we help business owners design, administer, and communicate health, dental, and vision benefit packages that employees genuinely value — without the administrative burden falling on your team. Talk to us about building a benefits strategy that works for your workforce and your budget.