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A group benefits plan helps employees cover some of the costs that provincial health care plans may not pay for, including prescription drugs, dental, hospital, vision, paramedical services.
The cost of group benefits in Canada varies based on factors like group size, coverage type, demographics, and the chosen insurer. On average, employers spend between $100 and $500 per employee per month. Employees contribute a portion of the premium, ranging from a nominal fee to several hundred dollars monthly, depending on the plan's structure and coverage levels.
Typical group benefits plans in Canada include extended health care, covering prescription drugs, vision care, and medical supplies. Dental coverage often provides preventive care, basic treatments, and major dental procedures. Paramedical services such as physiotherapy and chiropractic care are also standard inclusions.
Additional offerings may include:
Offering a group benefits plan to your employees could increase how engaged your employees are with your company and business more than simply giving workers a raise in pay. Here are three major reasons:
1. Benefits can be a tax-effective way to compensate your employees—health and dental benefits are tax-free for employees in all provinces except Quebec (other exceptions may apply.)
2. You can help protect the well-being of your employees and their families by assisting them to manage their health and wellness, creating a sense of security and belonging.
3. You can improve team member appreciation and loyalty by conveying your support for your employees beyond their day-to-day work.
Full-Time Employees/Members of an organization. Group plans can be created with two or more Employees/Members.
Employees can generally opt out of group benefits, though this depends on the employer's policies and plan details. Opting out is common among those with comparable private insurance or those who find the group plan unsuitable for their needs. Legal and regulatory considerations, particularly in unionized environments, may influence opt-out options, especially if the benefits are tied to collective bargaining agreements.
Contact one of our Group Benefits Consultants to review and customize a plan based on your organization's unique needs.
Build a Group Employee Benefit program whereby the employer pays 100% (except for long-term disability (LTD), where the employee pays 100% of the premium) of the plan.
The option for employers to pay 100% of premiums. This is helpful when renewal increases arise because it is often difficult for business owners to take premium increases to employees. When employers pay 100% of the premium, the employer is the one responsible for the increase and not the employees.
It's all about being informed for owner and employees, often they have no idea that the price changes year to year based on usage.
For some clients, to make group affordable, the plan may involve using large coinsurance’s e.g., 50% coinsurance on EHC or Dental (usually 80% with a $50 Single / $100 Family deductible)
The owner who is communicating that the plan is mandatory and part of their "total compensation package".
To maximize tax efficiency and to help with cost sharing ,the employees should pay for the life, AD+D, Dep Life, and LTD. This will ensure that life, AD+D, Dep life are not taxable benefits. With LTD, the employee would receive non-taxable benefit at the time of a claim.
With the introduction of many specialty medications, and the rising overall cost of drugs in the marketplace, groups can always consider a drug cap (perhaps $2,000).
A drug cap allows for the majority of basic medications to be covered, however, it will cap out any high cost claims, or employees taking several medications that add up to more than the drug max.
The drug cap reduces the insurance company's risk significantly and there will be large reductions to the EHC premiums which will increase the affordability of a basic plan.
Having 80% co-insurance, a dispensing fee deductible on drugs (this is often overlooked), mandatory generic drugs, and combined paramedical maximums can all be nice cost containment features.
Once the plan is up and running it can always be enhanced over time as the company grows.
Yes. In many cases, changing your Group Benefits advisor does not require you to change your insurance provider or redesign your existing benefits plan. If you’re satisfied with your current plan but looking for a different level of service, advice or support, our team can review your current arrangement and explain the options available to you.
You don’t need to wait until you’re ready to make a change. Our Group Benefits team can review your current plan, costs, renewal information and plan design to help you better understand how your program is performing and identify potential opportunities for improvement. Contact us to start a conversation about your current benefits program.
A Group Benefits plan requires more than attention at renewal time. Our team works with clients throughout the year to help with plan administration, employee and employer questions, plan performance, renewals and evolving business needs. Our goal is to help you understand your plan and make informed decisions as your organization changes.
A renewal increase doesn’t necessarily mean you need to change insurance providers or reduce benefits. We can review the factors contributing to your renewal, including claims experience, utilization, rates and plan design, and assess the options available. Depending on the circumstances, this may include negotiating with your current provider, reviewing plan design or exploring the market.
There are several strategies that may help manage costs while maintaining a competitive benefits program. Depending on your plan, these can include reviewing plan design, employee cost-sharing, deductibles, maximums, Health Spending Accounts and other funding arrangements. We can help evaluate the options and their potential impact before changes are made.
Price is only one part of evaluating a benefits plan. Coverage levels, employee demographics, claims experience, insurer pricing and plan design can all affect costs. Reviewing your plan against relevant market information and periodically assessing available options can help determine whether your benefits program continues to provide appropriate value for your organization.
There isn’t one benefits package that’s right for every business. Depending on your workforce and budget, a program may include health and dental coverage, life insurance, disability coverage, Health Spending Accounts and retirement savings options. We can help you build a program that reflects your workforce, objectives and budget.
A Health Spending Account provides employees with additional flexibility to pay for eligible medical and dental expenses, subject to applicable tax rules and plan terms. An HSA can be offered alongside a traditional benefits plan or, depending on the circumstances, as part of an alternative benefits strategy. We can help determine whether an HSA makes sense for your organization.
WSIB and Short-Term Disability serve different purposes. WSIB generally applies to eligible work-related injuries and illnesses, while Short-Term Disability coverage may provide income protection for eligible disabilities that occur outside the workplace. The appropriate approach depends on your organization and workforce, and we can help you understand how the different types of coverage can work together.
Disability coverage is designed to help protect an employee’s income when an illness or injury prevents them from working. Short-Term Disability generally addresses shorter periods away from work, while Long-Term Disability is designed for longer-lasting disabilities, subject to the terms of the policy. Including disability coverage can help create a more comprehensive employee benefits program.
A Group RRSP can complement a traditional benefits program by helping employees save for retirement through convenient payroll contributions. Employer contributions or matching arrangements can also form part of an organization’s overall compensation strategy. The right structure will depend on your business objectives, workforce and budget.
Depending on the structure of your benefits program and business, options such as Health Spending Accounts or Cost Plus arrangements may provide additional ways to cover eligible medical and dental expenses. Tax treatment and eligibility depend on the specific arrangement and applicable tax rules, so it’s important to determine which approach is appropriate for your organization.
Let us take a look. Our Group Benefits team can review your current program and help you better understand your coverage, costs and available options.
