We are delighted to bring you this interactive eBook, in association with Simplyheath, covering everything you need to know about dental plans as an employee benefit. The importance of dental plans should not be underestimated. Providing excellent value to employees facing expensive private treatment and a route towards reducing workplace absenteeism, regular checks at the dentists can also help spot – and therefore prevent – the onset of something more serious, such as mouth cancer. They can also provide positive mental health benefits too, through the confidence that comes with a healthy smile or by reducing the financial worry of large, unexpected dental bills. In this guide, we explore the many perks available through dental plans, laying out why employers would be wise to consider covering their staff and how employees can get the most out of them. Additionally, we consider what brokers and employee benefits consultants need to be aware of in order to communicate their value to clients most effectively. You can also hear about some real-life case studies who emphasise the importance of dental wellbeing in a video entitled ‘Last Night a Dentist Saved My Life’. We hope you enjoy it… and remember, keep smiling! Adam Saville
Armed to the teeth:
A simple guide to employee dental plans
With dental related absence costing the UK more than £105m, there are plenty of reasons why employers must turn their attention to employee dental plans, writes COVER’s Adam Saville
Let’s go dental!
"Overconsumption of sugar in the UK is leading to a detrimental impact on people’s oral health"
poll by The Oral Health Foundation found that one in 20 UK employees were forced to take time off due to dental issues in 2017, which means an estimated 1.2 million days of work were missed – a cost of more than £105m to the UK economy.
Dental plans provide excellent value to employees by covering the costs of emergency treatment, restorative work and routine check-ups. They help employers reduce absence by helping to keep their staff dentally fit and preventing the onset of something more serious. Everyone wins.
According to the Simplyhealth 2017 Health and Wellbeing Benefits Guide, 56% of employers said they received requests to introduce dental as an employee benefit in 2017, while 62% of employees said they would consider taking up a dental plan if they were offered it as a benefit.
Camilla Shaw, Head of Intermediary and Client Relationships for Simplyhealth. “If you look at the figures from Public Health England most people in the UK are consuming three times the recommended daily sugar intake. This overconsumption obviously has a detrimental impact on oral health. We’ve always believed in prevention over cure. Routine dental check-ups can help prevent more serious oral and general health problems from occurring which readily stacks up in terms of productivity, engagement and return on investment.”
Why are dental plans such an important employee benefit for both employer and employee?
How do dental plans help encourage people to visit the dentist?
How do dental plans provide more than just financial benefit?
Visiting the dentist is scary enough already. A staff dental plan provides a cost-effective way of ensuring employees have access to a private or NHS dentist without the additional fear of being hit with a large bill for treatment at the end.
Camilla Shaw, Head of Intermediary and Client Relationships for Simplyhealth. “The 2018 Simplyhealth Professional Consumer Oral Health Survey found that 39% of people don’t visit the dentist as they can’t afford it. Removing the financial worry helps employees attend appointments without the added stress of cost. And the proof is quite literally in the pudding! A huge 91% of patients on a dental payment plan visit the dentist every six months. That’s amazing news for keeping employees dentally fit!”
Funded by the employer – or employees themselves – it is not just oral health that improves. The Simplyhealth Health and Wellbeing Benefits Guide 2017 found that 82% of employers who offer dental plans believed it enhances employee wellbeing, while 55% of employees said having one would mean they would worry less about the cost of dental treatment.
Camilla Shaw, Head of Intermediary and Client Relationships for Simplyhealth. “Health issues big and small impact both our personal and professional lives. The links between poor oral health and poor general health issues such as cardiovascular disease and diabetes spell trouble. By attending routine appointments problems can be caught early and more serious illnesses detected or prevented.”
They also have wider appeal due to the connection between oral health and other issues such as gum disease, heart problems and diabetes. Not forgetting the emotional benefits of a perfect smile. Healthy mouths mean a healthy workforce – physically, financially and mentally.
Why people don’t visit the dentist…
(According to Consumer Oral Health Survey 2018)
of adults visit the dentist every two years
of patients on a dental payment plan visit every six months
81% of women visit regularly compared to 72% of men
of adults said they only visit when in pain
admit they never visit the dentist
How often do people visit the dentist?
(According to Consumer Oral Health Survey 2018)
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Prevention as cure, reducing absenteeism and balancing cost with the bigger picture. How are brokers selling the benefits of dental plans? We ask three top consultants
“Oral health plays an important part in a person’s overall health and wellbeing, and it is reported that oral health problems cost millions to our economy in lost productivity due to sick days. Regular visits to a dentist can help detect certain cancers and good oral hygiene may reduce the risk of major illnesses such as heart disease. For these reasons, employer-funded dental plans are becoming more widespread. Any insurance policy which helps reduce absenteeism should be a consideration for an employer. “There are plenty of options to choose from in the market which will offer budget cover to more comprehensive. An employer needs to look at what dentists an employee can use, how many routine check-ups will be covered and the level of benefit for other more major treatments. Does the employer want a policy which will cover most treatments in full or a co-payment type policy which may cover routine visits but may mean other treatments need to be topped up by the employee? Is access to NHS dentists easy in a certain area or is it likely most employees will need to use a private dentist, which will mean they probably need a higher benefit level? If implementing a dental benefit policy, will it be fully company funded or is it part of an overall flex benefit package?”
“Employers have reached a tipping point – suddenly in the UK there is full employment, the scourge of new recruits not turning up on their first day is real and business leaders are seeking different solutions. The recruits we all seek have a great attitude and know themselves better than ever before. Workers can be looking for flexibility to run a side-business or major interest, they are fit, well and ready to work. So reading the current list of employee benefits that start with life cover and critical illness or group income protection won’t fit the needs of these prized people. Traditional insurance products don’t sit well with millennials, centennials and gig workers; they struggle to see the benefits or the relevance in the next five-year horizon.
“Employer motivation around including dental benefits in an employee benefit package can be interesting. Often, in my opinion, businesses still view dental cover as a ‘perk’ – a way to access private care as to bypass the NHS and its problems – without paying too much consideration to the health and wellbeing implications of oral care. “In many of the situations I come across, dental plans are put in place as ‘me too’ benefits – companies looking to match or stay ahead of their competitors’ reward packages to recruit/retain talent. The result of this, however, is that employers focus heavily on cost, rather than looking at the potential return on investment and how a dental plan can prevent/reduce absence, not only in relation to dental treatment and appointments, but also when it comes to general wellbeing. “Research shows poor oral health, especially in relation to gum disease, is linked to heart disease, diabetes, cancer and many more health issues. It can also be an indicator of other problems, or an early sign of something serious. Therefore, having access to dental check-ups/care via a dental plan can help with prevention and/or early intervention – forward-thinking employers will understand this, viewing dental benefits as a vital wellbeing tool, rather than a ‘nice to have’ perk.”
What are employers’ top priorities when discussing dental plans?
How much do dental plans feature as part of our conversations with clients?
Do employers see the bigger picture when it comes to prevention and overall wellness, or do they see cost as the most important factor?
Managing Director, Premier Choice
Senior Consultant, IHC
Employee Benefits Consultant (healthcare), Mattioli Woods
“A dental product that helps keep you healthy with preventative treatment paid for and X-rays and remedial work if needed, creates high engagement. IHC has found a six-fold increase in engagement with dental products when employees are given a choice against traditional products such as health screening services. Employees want a dental product that they know they will use and can understand the benefits in quick review. For services like teeth whitening and cosmetics, offering a qualified discounts network on treatment features every time we hold a workplace discussion. Fortunately the dental products available deliver a good match to workers’ needs.”
"IHC has found a six-fold increase in engagement with dental products when employees are given a choice against traditional products such as health screening services"
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Oral health is a key indicator of our overall general health. Our mouths can highlight a number of different health issues. For example, gum disease is linked to health problems in other parts of the body. It may increase your risk of stroke, diabetes and heart disease. It can also be connected to complications in pregnancy and dementia. Gum disease is caused by a build-up of plaque on the teeth. And plaque contains bacteria. Some bacteria in plaque are harmless, but some are detrimental for gum health. If the plaque remains, the bacteria can irritate the gums resulting in soreness, bleeding and swelling. If left untreated it can lead to inflammation throughout the body, which can be an underlying issue in diseases, including heart disease and diabetes.
Oral health versus general health
Understanding the business case for employee dental plans is critical to changing the health habits of a generation – and employers will be the ones to benefit over the long term
The health of the UK workforce is one of the most pressing issues affecting employers today. According to the CIPD Health and Well-being at Work report 2019 absence levels have decreased from 6.6 days per employee per year in 2018 to 5.9 days. Whilst this could be viewed as good news, 83% of respondents have observed ‘presenteeism’ (going to work when ill) in their organisation. And 63% have observed 'leaveism' (such as using holiday leave to work) in their organisation. These worrying results undermine the decrease in absence rates to the lowest number since the report began 19 years ago. Employers must continue to invest in a greater focus on employee health and wellbeing.
Understanding the way an organisation and its workforce functions and the impact this has on employee wellbeing is crucial. Employees with high levels of wellbeing are usually more engaged, productive and loyal; they are less likely to be absent from work or to leave the company. Employers must listen to their workforce to establish what wellbeing initiatives they want. According to the results of the Simplyhealth 2017 Health and Wellbeing Benefits Guide, 36% of employees want their employer to provide dental plans. This demonstrates just how much potential employers have to improve the oral health of their employees.
Dental plans can contribute towards a wellbeing strategy by encouraging employees to look after their oral health, and in turn their general health. Ninety-one percent of patients on a dental payment plan (such as Denplan) visit the dentist every six months. This can only be a good thing knowing the links between oral health and general health. Intermediaries play a key role in helping businesses achieve their wellbeing objectives. Clients rely on them to make recommendations that have a positive impact. A way to maintain good oral health can do just that. Dental care is hugely important. Understanding why is critical in changing the health habits of a generation.
The window to overall health
You may recall some shocking headlines from earlier this year: “Children exceed recommended sugar limit by age 10”. Children now consume the recommended amount of sugar for their entire childhood by the time they are 10. This overconsumption obviously has a detrimental impact on their oral health.
Education is key, and to change poor habits, it needs to come from anybody in a position to offer it. This includes UK employers. We often look at the business case for dental plans, which readily stacks up in terms of productivity, engagement and return on investment. However, much more is now at stake and we need to make use of the reach that the UK employment market offers to help the workforce of today take care of the working generation of the future. We all need to play our part in education. A regular visit to the dentist could prevent serious health issues developing in the future.
dentist. This often results in poor oral health and education in adults, which in turn can mean their children are also affected.
ur overall health can be impacted by poor oral health, yet some of us still don’t visit the dentist. According to the Simplyhealth Professionals’ Consumer Oral Health survey 2018, 39% can’t afford it and a further 39% have a fear of the
can’t afford dental
have a fear of the dentist
The business case for dental
Employee absence levels are decreasing
of employees want employers to provide dental plans
of patients on a dental plan visit the dentist every six months
Employees want change
Is it the key to overall health?
"Children exceed the recommended sugar limit by age 10"
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One size doesn’t fit all. If you’ve ever been trying on a new outfit you may have found this to be true! The good news is, this doesn’t have to apply to employee benefits
professionals often don’t have the time to research the employee benefits available in the marketplace and frequently look to brokers to help them in this area. Time is not the only hurdle. Cost also comes into play, making
it even more vital that the appropriate wellbeing solution is provided to meet employees’ needs.
Brokers provide added value helping assess needs and return on investment, liaise with the benefits provider and tailor benefits to meet the company’s objectives.
Retain and attract staff, enhance wellbeing
Yet the value to an organisation of a well thought-out health and wellbeing strategy is clear. Interestingly, when asked “what has your organisation’s employee health and wellbeing activity achieved in the past 12 months?”, 52% of HR professional respondents to the CIPD Health and Wellbeing at Work report 2019, reported better employee morale and 33% lower sickness absence. Thereby highlighting how a good benefits package can help attract and retain staff and improve employee engagement.
Employees leading the way:
Regular benefit reviews
Regularly reviewing benefits helps ensure that employers are offering valued benefits. Management Information (MI) from providers enables brokers to provide clients with data to understand their benefits usage and realign them to company objectives. HR professionals need to ensure they are getting the MI needed to understand relevant patterns and measure efforts of wellbeing initiatives. Through this data, HR teams can better understand, and therefore address, the underlying issues affecting people’s behaviour and likely have more success with long term strategy and change. In addition to an evidence-based understanding of the issues, clear objectives and metrics to evaluate and track progress can help more effective targeting of wellbeing initiatives and justify longer term investment.
It makes sense to involve employees when choosing a benefits package. Offering the benefits employees real value will help with engagement and help retain and attract employees – as shown below.
With all the pressures of time restraints, budgets, absence management and staff retention and recruitment, it’s more important than ever to ensure benefits are tailored to employees. Involving employees in benefits gives valuable insights into exactly what they want. Using the data available means that wellbeing packages can be tailored to best suit both employers and employees resulting in a more successful wellbeing strategy.
How tailored should dental benefits be?
So how can employees be involved?
Employee surveys Surveys give employees a platform to let you know how much they value a benefit. Not everyone will take part, so it’s important to offer a variety of communication methods. Focus groups As well as useful as a follow-up to a survey, focus groups are a good way to get employees views and feedback. They are more focussed than a survey and you may get more engagement and greater insights. Social Media These allow short snap shots of employees’ current feelings and views. Employees can ask questions and share ideas. This can help gauge the level of understanding about different benefits. Total Rewards A total rewards page on an Intranet site is a great way to display all the benefits together in one place allowing employees to see exactly what is available.
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With employee wellbeing high up on the agenda in the workplace, it is important that the right messages are being shared with employees when it comes to dental benefits
The employee/ communication checklist
1. Talk, talk, talk It will come as no surprise that communication plays an essential role in the promotion of oral healthcare, and when communicating the value of dental as a healthcare benefit it has never been more important. But in order for employer messages around this subject to be heard, a series of clear and coherent messages must be visible at various stages of the year.
Here, Simplyhealth outlines a series of tips on how to ensure your employee communications make their mark when it comes to explaining the importance of dental benefits and hopefully engaging with employees to increase take-up and improve overall wellbeing.
2. Six useful dental dates To ensure messages are consistent, try an employee communications calendar. This easy to follow communications system links to a wide range of issues that will already be on employee radars throughout the year – from Dry January to March’s No Smoking Day and October’s Stoptober campaigns. This beats only bringing up benefits communications around annual renewal times.
3. Show employees you care By moving away from a perception that dental benefits focus solely on the mouth, and that there are wider wellbeing benefits, employees will be challenged to take note of what their employers are offering. According to the Simplyhealth Corporate Decision Makers Survey 2017, 84% of employers offering a dental plan believe its provision helps show that they care, with a similar amount (82%) believing it enhances wellbeing. Moreover, it is a well-known fact that dental plan inclusion can be a useful tool in helping to attract new employees.
4. Look at the wider picture We have spoken a lot about wellbeing in this digital guide, but most employees often don’t understand how this links to oral health. Yet a dentist is likely to be the first to spot early signs of mouth cancer and/or other signs indicated by the general state of an individual’s face, neck and mouth. Gum disease has roots in diabetes, strokes and heart disease too. A toothache may keep many up at night, but wider dental issues impact the way people eat, sleep and work on an ongoing basis. Therefore, by emphasising the wider picture when it comes to oral health, and the need for employees to visit a dentist regularly, employers can help individuals understand that prevention is its own cure.
January: Dry January March: No Smoking Day; World Oral Health Day May: National Smile Month September: Sugar free September October: Stoptober November: Mouth Cancer Action Month
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When comparing dental plans in the market, what criteria should brokers be looking at? Here, we analyse some of the key factors that brokers must remain aware of in order to meet a client’s needs
Brokering the best deal
Scroll & click on the numbers below
It’s important to establish what companies want to provide – basic cover or a more comprehensive plan. Dental plans have different funding methods available which suit different needs based on the budget of the company.
Company paid – dental plans are offered as a core benefit for employees and paid for in full by the company. The company pays the premiums direct to the plan provider. Employees would be subject to tax as a benefit in kind. Flexible benefit – If the company offers their employees a flexible benefit scheme, it offers a range of options employees can choose. The company pays the premiums direct to the plan provider. Employees would be subject to tax as a benefit in kind. Salary deduct – Payments for dental cover are deducted direct from employees’ net salary. The company pays the premiums direct to the provider. Voluntary – This option gives employees access to all the benefits of a corporate scheme by paying for their dental plan by Direct Debit. Administration for the employer is reduced as premiums are paid directly to the provider.
Within the different payment options the individual structure of the policy will vary. Many policies within the market today have an annual limit on the number of treatments that can be claimed. Look for policies that cover ‘all clinically necessary treatment’ and plans that don’t have a frequency of treatment limit. Some policies cap the total amount of claims in a year so it’s a good idea to look at this carefully. An ideal option could be policies where employees can claim as many times as they need to each year.
It’s important to understand exactly what is covered in terms of treatment under the policy. Some policies cover dental implants when deemed ‘clinically necessary’ but this isn’t necessarily typical. You may also want to check whether clinically necessary orthodontic treatment is covered – for both adults and children. If a company wants to encourage good oral health and for people to be dentally fit, these treatments are important to include.
If the policy includes family cover, it’s a good idea to check whether each child or dependant on the plan has their own benefit limit. Ideally, this would be the same amount as the adult on the plan. Without this, where there are several children on the plan any limits could be exceeded quite quickly.
As well as covering routine dental check-ups, hygiene treatments, fillings and other major dental treatments, other important core benefits to look for include worldwide emergency dental treatment and worldwide dental injury cover. Also look for policies that include mouth cancer cover and a worldwide hospital stay cash benefit. It’s also important to bear in mind that some policies will only cover for regular treatment in the UK whilst others cover regular treatment anywhere in the world.
Some providers also include access to a discount network. This consists of a large network of dentists around the country that offer a discount on the cost of dental treatments if employees have a benefit from a provider through their employer. This helps make employees dental care even more affordable.
The claims process must be quick and easy and the way to do this is for providers to offer a true online claims process. Some providers require treatments to be pre-authorised and require a printed claim form that has to be signed by the dentist. This could feel like a bit of an obstacle to the employee, possibly making them reluctant to use their plan. For an efficient online claims process, employees should only be required to include a receipt of the treatment they’ve received and be able to upload this and complete the claim wholly via their online account. The money should be back in the employee’s bank account within a few working days. It’s worth looking at the provider’s turnaround times, claims should take no more than 2-3 days to complete.
When researching dental plan providers it’s a good idea to find out about any communications support they offer to promote the plan and highlight its benefits to employees. Tailored communication plans can help reinforce the benefits of being dentally fit and the importance of employees looking after their oral health, and in turn their overall general health. The right provider will be able to set up a plan that meets company objectives and timescales, and suits the overall health and wellbeing strategy.
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COVER sits down with Dr Catherine Rutland to discuss the importance of dental plans, the biggest threats to our oral health and the feel-good factor of supporting better health
Smile and the world smiles with you!
When did you start working at Simplyhealth?
“I started my role almost nine years ago, a day a week and gradually got drawn in to full time and more!”
for advice related to running successful practices and to provide help where needed. A qualified dentist herself, she is passionate about good oral care and a strong advocate for the importance of dental hygiene in relation to general health. Visiting the dentist regularly and improved education around prevention is vital, she believes - we asked her to fill us in.
s head of professional support services for Simplyhealth Professionals, Dr Catherine Rutland leads a team that offers assistance to member dentists connected to its health plans. An expert in her field, she is often called upon
Please tell us a little bit about your role…
“I head up a team that provide support to our member dentists and their practice teams. This focuses around regulatory and legislative support, clinical mediation support and providing guidance and support to our practices and other teams within the business when something, almost anything, goes a little off track. I also do a lot of presenting around my role and attend stakeholder meetings with the Care Quality Commission (CQC) and General Dental Council (GDC) to better inform the business and our members.”
What do you find most rewarding about your job?
“As I am now no longer treating patients, being able to support practices to provide great care for their patients is a really good feeling. I am very lucky in that I find all parts of my role rewarding and it is hard to single out any part of it. My role is hugely varied, with no two days the same and that makes it interesting, stimulating and fulfilling.”
Why are dental plans such a vital employee benefit?
“There are more and more links being found between oral and general health. Dental plans encourage people to go and see their practice regularly and therefore pick up issues and problems in their early stages. As with anything, treating something early provides better and mainly less invasive outcomes.”
What are the greatest threats to our oral health?
“We are seeing a huge rise in oral cancer, affecting younger patients as well as the older smokers and drinkers we have related it to in the past. It is so important to go and have your mouth checked regularly, ideally every six months in most cases, to pick up any soft tissue changes early and therefore improve prognosis. The two other most important areas, gum health and tooth decay are largely preventable with good education and care and knowing how to look after your mouth every day.”
What useful advice can you give employee benefits consultants regarding dental plans?
“We are now becoming more focused generally on taking control of our own health and wellbeing. Having a dental plan should encourage people to take that control, be seen regularly and have a confident healthy smile. This impacts everything they do and all their interactions, as the old saying goes, smile and the world smiles with you!”
Dr Catherine Rutland is Head of Professional Support Services at Simplyhealth Professionals
As Head of Professional Support Services at Simplyhealth Professionals, Dr Catherine Rutland leads the team that provides assistance to member dentists; helping to support them with all aspects of running their practices successfully, with particular focus on providing advice and support during clinical disputes and times of professional risk. After qualifying as a dentist from Leeds University in 1992 and doing a year as a House Officer, Catherine worked as a Senior House Officer in Newcastle before settling into general dental practice. Catherine joined Denplan part-time in 2010 and was promoted to her current position in 2016. She has 19 years’ experience as a joint partner in a private dental practice in Berkshire, and completed a Masters in Medical Ethics and Law from King's College London in 2013. She is also a certified member of the Institute of Risk Management and completed a Level 7 Certificate in Leadership Mentoring and Coaching in 2016.
Dr Catherine Rutland, Head of Professional Support Services
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Last night a dentist saved my life
“Grateful”, “privileged” and “lucky” are not words we usually associate with the dentist. However, these are feelings of Simplyhealth customers who, on visiting a dentist, were alerted to the presence of something serious and thankfully lived to tell the tale
Watch their stories here
"If I had not gone to the dentist for a year, or maybe two years, it would have been too late"
"I wouldn't be here today"
Simplyhealth provides a unique perspective on the benefits of dental wellbeing in this video, by accessing real-life stories of individuals whose lives were saved – quite literally – by a visit to the dentist. Watch their stories here >>> Can we make it so that when people click on the video it fills more of the screen?
Simplyhealth provides a unique perspective on the benefits of dental wellbeing in this video, by accessing real-life stories of individuals whose lives were saved – quite literally – by a visit to the dentist.
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And finally… KEEP SMILING!
ad teeth, smelly breath and the art of putting off the dentist can all leave people feeling negative. In turn, those suffering from poor mental health are less likely to look after their oral hygiene.
Evidence suggests that when we look good, we feel good, and when we feel bad, we look bad. Many of us suffer from social anxiety due to the state of our mouths, which we neglect due to the state of our minds – often leading to a negative spiral.
Below, we brush up on the impact of bad oral health on our psychological wellbeing, and vice versa…
1. Journal of Clinical Periodontology Nascimento, G. G. et al (2018) ‘Is there an association between depression and periodontitis? A birth cohort study’
Bad oral health?
Low self-confidence and poor self-worth People with bad teeth are likely to try to hide them Lack of confidence about appearance. Bad breath = social anxiety People who put off a visit to the dentist (due to cost) may worry
Poor mental health
Those with low mood or other symptoms of depression are almost 20% more likely to also have severe gum disease. According to the Oral Health Foundation, anxiety and panic attacks, depression, eating disorders, obsessive-compulsive disorder, self-harm, schizophrenia and psychosis can all have a negative impact on oral health. People diagnosed with mental illness are more likely to abuse substances, which can cause sugar cravings, dry mouth, teeth grinding and jaw clenching resulting in damage. The oral issues people with mental illnesses are likely to suffer from include dental caries (holes in the teeth), gum disease, dental erosion and dry mouth.
For more information on how you can build a better dental plan for your employees, visit: simplyhealth.co.uk/intermediaries
This is an Incisive Media publication, produced for COVER magazine. Visit cover.co.uk
Camilla Shaw, Head of Intermediary and Client Relationships, Simplyhealth "We only get one set of adult teeth. In the same way that we only get one heart, one brain and one liver, we need to make sure that they’re looked after for a working life of health and happiness that extends well into our retirement."
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Simplyhealth 2017 Health and Wellbeing Benefits Guide
Employee survey Figures from the employee survey, unless otherwise stated, are from YouGov Plc on behalf of Simplyhealth using a nationally representative sample. The survey received a total of 5,068 UK responses, of which 2,308 were employees and 1,269 had access to employee benefits. Fieldwork period 24 January 2017 - 2 February 2017. The survey was carried out online. Corporate Decision Makers survey Figures from the employer survey, unless otherwise stated, are from panel sample provider, ResearchNow on behalf of Simplyhealth using a nationally representative sample.Total sample size was 512 people responsible for, or involved in, approving the employee benefits package within a company. Fieldwork period 1 to 28 February 2017. This survey was carried out online. Simplyhealth’s Consumer Oral Health Survey 2018 All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 5,264 adults. Fieldwork was undertaken between 12th -19th February 2018. The survey was carried out online. The figures have been weighted and are representative of all UK adults (aged 18+). CIPD Health and Well-being at work report 2019 download the full report