Most families pay for vision insurance they don't actually need.

Families without employer vision coverage who have at least one or two regular glasses or contact lens wearers.

Standalone Family Vision Plans

What's typically covered:

• Annual eye exam (typically with copay)
• Frame allowance every 12 or 24 months
• Lenses (single vision, bifocal, progressive) once per year
• Contact lens allowance in lieu of glasses
• Discounts on lens upgrades, coatings, and LASIK

Carriers we shop: We work with multiple A-rated national vision carriers and place coverage based on your zip code, your preferred eye care provider, and the network that fits your family. Networks and benefits vary — what's available at your favorite eye doctor matters more than the brand on the card, which is why we shop the carriers together with you.

Families without employer ancillary coverage who need both vision and dental. Combined plans sometimes price better than buying each separately.

Combined Vision + Dental Bundles

Many carriers offer combined ancillary plans — vision plus dental, sometimes plus hearing — at a different price point than buying each separately. Whether the bundled plan or two standalone plans is the better fit depends on your household. If you're shopping vision because you're shopping for everything, this is usually where the conversation ends up.

Why this matters: Dental claims occur more frequently than vision claims for most families, and the math on dental coverage is generally easier to justify. If you're considering standalone ancillary insurance, dental is typically the anchor product worth evaluating first — see our family dental review.

Families on HSA-eligible high-deductible health plans who want to pay for vision and dental tax-advantaged instead of buying a plan.

HSA-First Vision Strategy

If you have a Health Savings Account, vision expenses — exams, glasses, contacts, and LASIK — are generally HSA-eligible per IRS guidelines. For families on HSA-eligible high-deductible health plans, paying for vision expenses through an HSA may be a more tax-efficient option than a standalone plan, depending on your specific tax situation. We are not tax advisors; your CPA is the right person to confirm what makes sense for your household.

What we do: If you have an HSA and your vision usage is modest, we'll often suggest you consider paying through the HSA rather than buying a plan. That's a conversation that ends without us earning a commission — and that's why families refer us.

SC small business owners who want to offer vision as part of an employee benefits package — voluntary or employer-paid.

Group Vision for SC Employers

If you own a small business, voluntary vision and dental are among the more accessible benefits to add to an employee benefits package. Employees typically pay through payroll deduction at group rates — which may be more favorable than individual pricing — and the business gains a benefit option at no direct cost.

The honest add: Group vision is also a natural starting point for a broader benefits conversation — group term life, group disability, §125 cafeteria plans, and ICHRA arrangements. If you're a business owner shopping personal vision, we'll be glad to discuss the business side too if you'd like.