David Imrie

Dental implants are a costly endeavour, and you can guarantee if your employees are in need of this dental procedure, they’ll be asking you questions about your group coverage. Does your coverage support employees in need of paying the cost of dental implants in Toronto?


How to Give Your Employees a $1500 Raise at No Additional Cost


Many plans, while being sure to provide for general cleanings and regular maintenance, fail to offer support for anything considered “cosmetic,” which, unfortunately, implants are labelled as. That means your employees in need of them are more likely to have to cover the entire cost of dental implants in Toronto themselves—not a desirable situation.


But with an RHSA, your employees don’t need to worry. The funds your small business offers to each employee can be allocated to the procedures they need, without having to worry about what’s covered and what’s not.

What Are Dental Implants?

For many reasons, sometimes, people need to lose an adult tooth. This could be due to trauma to the tooth or as an alternative to a root canal, for example. Regardless of the reason, this creates a space that must be dealt with.


A dental implant is a permanent solution to keep your remaining teeth from shifting. An artificial root is placed in the jawbone, atop which a face tooth is installed.


The cost of an implant can be quite prohibitive, often reaching more than $1,000 per tooth for materials alone—not even considering time and labour. Because of that, people in need of an implant will ask their employers about their benefits and how much will be covered.

How Do People Pay For Dental Implants?

If a person is lucky enough to have enough money saved, they can pay outright for an implant. This, however, is not the common case. Usually, people will have to commit to a payment plan with their dental office to slowly pay off the cost of the procedure over time. Since this option comes with interest, it’s not anyone’s desired route.


Finally, if a person has coverage through traditional benefits, they can have some of (or in rare cases, all of) the cost covered. However, many traditional benefit packages will not cover dental implants, and that leaves patients covering large costs out of pocket.

The RHSA Solution

When your employees come asking you about your coverage, you have the advantage of being able to say that not only does your RHSA cover the cost of dental implants in Toronto, but that it will cover a major portion, if not all, of it. This is great news for employees in need of the procedure.


The flexibility of the RHSA means your employees can use their coverage where they need it. Instead of having thousands of dollars languishing unused because a person doesn’t need eye care, but then has to pay out thousands of dollars for implants because they maxed out their dental benefits, the total amount can be applied to the procedures they do need.

How to Claim with RHSA

Once the procedure is over, reimbursement is as simple as submitting a claim to your RHSA company. The claim will then be processed, and the amount, including taxes, will be turned to the claimant’s bank account. RHSAs often have much faster turnaround times than traditional benefits packages, meaning paying off that credit card charge is much easier.


People often dread looking into their benefits when a major purchase like the cost of dental implants in Toronto arises. They fear how little it will cover. But with your company’s RHSA, they can rest assured knowing they’ll be able to cover the full cost with little heartache and a beautiful new smile!


All The Health Benefits Your Employees Need and Want

David Imrie

Dr. David Imrie founded RHSA Canada in 2009. Dr. Imrie is a medical doctor and former health insurance professional who has a passion for helping small businesses reduce their healthcare costs. As an executive in the insurance industry, he was shocked to find that so many common healthcare services are covered only partially by most insured plans, when employees were entitled to 100% coverage for all prescription drugs, dental services, and other healthcare expenses. Since leaving the insurance industry in 2001, Dr. Imrie committed to using newer technology to develop a better alternative program for small business health benefits.
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