Ancillary benefits are one of the most overlooked retention tools available to small and mid-sized employers, and the cost of ignoring them almost always shows up in recruiting budgets. Replacing an employee costs 50 to 200 percent of their annual salary, covering job postings, productivity gaps, training, and months of ramp-up time before anyone performs at the level of the person who left. Health insurance doesn’t cover dental, vision, income replacement, or life insurance; the exact gaps that ancillary benefits fill at a fraction of that replacement cost. Benefits gaps circulate through teams in conversations HR never hears, keeping employees half-listening when a recruiter calls. Closing the ancillary gap for 30 employees can cost less annually than replacing one, making the retention math lopsided in favor of investing now. A benefits broker who brings ancillary coverage into the conversation without being asked handles the research, so the employer just decides. And the gaps that seem minor today have a reliable way of surfacing in exit interviews six months from now.
source: https://thebenefitdoctor.com/ancillary-benefits-cost-less-than-replacing-your-people/
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