Benefit details
An HSA is an affordable and flexible way for you to provide health coverage to your employees outside of a traditional plan. HSA dollars can be used to pay for health and medical expenses not covered by a provincial health care plan, or to cover individual health plan premiums—and they are 100 per cent tax free.
It's simple. You choose how much money to give to each employee. That amount is then deposited as HSA credits into your employees' accounts. They can then use these credits to cover eligible health expenses including, but not limited to, the following:
- health, such as massage, physiotherapy and psychology;
- dental and orthodontic;
- vision care;
- prescription drugs;
- ambulance;
- diagnostic services; and
- supplemental individual health plan premiums.
For a list of additional expenses, please visit Canada Revenue Agency
Once an employee receives health services or purchases a health product that is eligible, all they have to do is submit their claim online through our member site—it's that easy!
A WSA gives employees more control over their health and wellness by giving them access to a broader array of health and wellness products and services so they can lead healthier, more balanced lives. WSAs show you care about your employees and can help your organization recruit and retain staff without increasing your plan costs.
With no extra cost to you, you can add a WSA to support the health and wellness needs of your employees. Employees can choose to allocate a portion of their spending account credits to their WSA to pay for health and wellness products and services not covered by their HSA, including, but not limited to, the following:
- gym membership,
- fitness equipment and apparel,
- educational courses,
- nutritional counselling,
- personal learning courses,
- dependent care, and
- contributions to RRSPs and TFSAs.
Claims paid from WSAs are considered taxable income to the employee and applicable taxes will be deducted from your employees' pay.
Balance® is an online wellness program that helps you and your employees make wellness a priority. Balance® aims to help you improve the overall health of your organization by providing unique wellness support tailored to each employee's needs. Through information, leading-edge practices, action and rewards, Balance® will increase employee engagement and productivity as well as reduce costs associated with poor employee health.
With Balance®, your employees have access to the following:
- programs to help encourage physical activity;
- mental health supports, tools and trackers;
- weight management and nutritional resources;
- healthy and delicious recipes;
- personalized goal-setting and reminders;
- 30-day challenges;
- incentives with chances to win prizes; and
- much more.
Complement your spending account with comprehensive coverage for unexpected and catastrophic health events.
This recommended benefit gives your business a competitive edge and your employees extra peace of mind that they will be covered no matter what life throws at them—be it a hospital stay or emergency travel coverage.
Peace of mind coverage includes, but is not limited to, the following:
- out-of-province emergency travel,
- emergency dental,
- Employee and Family Assistance Program (EFAP) counselling services,
- ambulance and emergency hospital stays,
- home nursing care,
- prosthetics, and
- second opinion.
Virtual care allows you and your employees to connect with physicians and other health care providers, so they can get health care services from licensed Canadian providers conveniently, comfortably and securely.
Virtual care allows your employees to do the following:
- see a medical professional,
- get a prescription or referral,
- check their symptoms, and
- digitally monitor their health.
Life insurance is one of the key benefits employees look for when searching for a job. Offering a life insurance policy is an affordable way to set your business apart as an employer of choice, helping you attract and retain top talent.
Providing life insurance tells your employees that you're invested in their well-being now and into the future. Giving your employees the confidence of knowing their loved ones will be taken care of should the worst happen, you increase employee job satisfaction, loyalty and workplace culture—which is good for your business.
The costs in our calculator are estimates based on industry averages only and based on the $25,000 option. In the application, you will have the option to select from two coverage levels:
Option 1
| Life Insurance coverage at $25,000 | |
|---|---|
| Employee Life Insurance | $25,000 |
| Dependent Life Insurance | Spouse: $10,000 | Child: $5,000 |
| Accidental Death and Dismemberment1 | $25,000 |
Option 2
| Life Insurance coverage at $50,000 | |
|---|---|
| Employee Life Insurance | $50,000 |
| Dependent Life Insurance | Spouse: $25,000 | Child: $12,500 |
| Accidental Death and Dismemberment1 | $50,000 |
In addition to Life Insurance and Accidental Death and Dismemberment, Optional Life Insurance and Optional Accidental Death and Dismemberment will be available to the employee during their plan enrolment. Your employees will have the option to increase coverage amounts. Any additional coverage may be subject to medical review. This may affect the total cost of the group plan. It is up to you to decide how much to deduct from payroll.
For a more accurate quote, further employee information will be required at time of application.
1Accidental Death and Dismemberment only covers employees. Employees will have the option of adding coverage for dependents during their plan enrolment.
As a result of a critical illness, such as a heart attack, cancer or a stroke, an individual may face substantial out-of-pocket expenses, even after they've recovered. These costs can place a major burden on your employees and their loved ones. Critical Illness coverage helps employees manage these expenses by providing funds to pay for the care and resources needed after a life altering illness.
Where eligible, this one-time payment can be used however the employee sees fit, there are no restrictions on how the money is spent. For example, an employee could choose to use the money to
- pay off outstanding debts,
- help with home renovations required to accommodate new physical limitations, or
- pay for the costs of bringing home friends or family members in their time of need.
Illnesses or conditions that are eligible include, but are not limited to, the following:
- Alzheimer's disease,
- life-threatening cancer,
- major organ failure,
- multiple sclerosis,
- Parkinson's disease,
- severe heart attack, or
- severe stroke.
The costs in our calculator are estimates based on industry averages only and based on the $10,000 option. In the application, you will have the option to select from two coverage levels:
Option 1
| Enhanced Critical Illness coverage at $10,000 | |
|---|---|
| Employee Critical Illness | $10,000 |
| Dependent Critical Illness | Spouse: $2,000 | Child: $1,000 |
Option 2
| Enhanced Critical Illness coverage at $25,000 | |
|---|---|
| Employee Critical Illness | $25,000 |
| Dependent Critical Illness | Spouse: $5,000 | Child: $2,500 |
In addition to Enhanced Critical Illness, Optional Critical Illness will be available to the employee during their plan enrolment. Your employees will have the option to increase coverage amounts. Any additional coverage may be subject to medical review. This may affect the total cost of the group plan. It is up to you to decide how much to deduct from payroll.
For a more accurate quote, further employee information will be required at time of application.
It's hard to recover from an illness or accident when you're worried about finances. Short Term Disability provides a monthly income for a specific period of time should an employee find themselves unable to work due to illness or accident. Short Term Disability helps get employees back to work in a timely and safe manner by coordinating a rehabilitation plan tailored to the employee's recovery needs.
With the funds provided by Short Term Disability, your employees will be able to focus on recovery and return to work successfully. If an employee requires a longer recovery period, then Long Term Disability would need to be included in the plan.
Typically, Short Term Disability provides for a percentage of an employee's pre-disability earnings high enough to cover basic life expenses.
| Short Term Disability options | |
|---|---|
| Coverage | Up to 66.67% |
| Duration of benefits | 17 weeks, to age 65 |
| First day hospital option | Available |
You must have 5 or more employees to be eligible for Short Term Disability.
While the goal is always to get employees up and back to work safely and sustainably, sometimes an illness or accident can require long-term recovery or even lead to permanent disability. When this happens, Long Term Disability supports both the employee and employer.
Long Term Disability provides a monthly income to employees facing a lengthy or permanent disability that alters or impedes their ability to work. With Long Term Disability, employees receive a percentage of their pre-disability earnings so they can continue to cover living expenses. At the same time, employers can be confident that their employees are taken care of while avoiding the heavy financial burden of providing income to employees unable to work.
| Long Term Disability options | |
|---|---|
| Coverage | Up to 66.67% |
| Duration of benefits | to age 65 |
You must have 3 or more employees to be eligible for Long Term Disability.