There are a lot of factors here so in the interest of narrowing things down I am going to make some assumptions. If you are asking this, I will assume you either are a founder of or part of a company budgeting these issues out for the first time. To that end, I will treat this question as coming from a startup company looking to put in place a solid baseline slate of benefits. No catastrophic plans, no top of the line 'cadillac' plans.On the benefits, first up is the health insurance. The factors that will affect pricing will be the type of plan it is, how rich the plan is and whether an employee will enroll with or without dependents. As a rule of thumb if you are providing a mid to high range benefit on the plan you choose, you can count on paying 400-500/month for an individual plan and approximately 1600-1800/month for a family plan. From a company standpoint you need to determine your budget and what kind on employee contribution you want to make. For startup companies, in my experience that contribution usually ranges from 60-80% , more established companies perhaps 75-100%. It depends on how generous a company wants to be. You can work out the company budget outlay from there.The next benefits will tend to be dental and vision. These two more often than not will be packaged together and with the medical coverage become a part of a core introductory benefit. Going back to a rule of thumb in terms of cost on a solid plan, dental coverage will run approximately $50-$60 monthly for an individual, $150-$175/mo for a family. For Vision you can count on figures of $8/mo individual, $20-$25 for family.Getting beyond the health and dental/vision programs you will get into such benefits as group life and disability, 401k's with or without matching, HRA/FSA and contributions and bonus compensation. If you are getting the ball rolling though, usually such extra benefits are phased in as budgets dictate.