Benefits built around the people in your business.
Health, dental, life and disability options for eligible employees through an employer-sponsored plan.
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WHAT IT DOES
A structured plan instead of an ad-hoc arrangement.
Most small employers start informally. A group plan replaces that with defined benefits, defined eligibility and a predictable cost — easier to budget and to explain when hiring.
01
Helps eligible employees access health and dental benefits
02
Supports life and disability protection for the team
03
Helps the business compete for and retain talent
04
Creates a structured, documented employee benefits program
What a plan provides depends on its design, the insurer’s terms, eligibility rules and any waiting periods.
WHAT IT MAY INCLUDE
Common areas of coverage.
Extended Health
Prescription drugs, paramedical services and other eligible health expenses, as the plan provides.
Dental
Preventive, basic and, where the plan includes it, major dental treatment at the chosen coverage levels.
Life and AD&D
Group life insurance and accidental death and dismemberment benefits for eligible employees.
Short-Term Disability
Income replacement for a qualifying absence, for the period and amount the plan sets.
Long-Term Disability
Longer-term income replacement where an employee remains unable to work and qualifies under the plan.
Critical Illness and EAP
Where available, lump-sum critical illness benefits and employee assistance program support.
Benefit categories, limits and eligibility rules vary between plans and insurers. An advisor can confirm what a plan provides before you enrol.
WHAT IT SITS ALONGSIDE
Group Benefits sits alongside your commercial insurance, not inside it.
Benefits are a separate program from the policies written around the business itself, and they are separate again from statutory obligations.
Claims by third parties arising from your operations, which sit on the commercial side entirely.
The building, equipment and contents the business owns or leases.
Workers’ Compensation
Workplace injury obligations in Ontario, which are dealt with through a separate statutory scheme.
Individual Life and Disability
Personal policies an employee owns directly, which a group plan does not replace.
Retirement Programs
Pensions and group savings arrangements, which are set up separately from a benefits plan.
Executive Arrangements
Individual arrangements for owners or executives, often structured outside the group plan.
These are general distinctions, not a statement of what any plan provides. An advisor can review how the pieces fit together.
WHO COMMONLY NEEDS IT
The employers who most often put a plan in place.
Group plans are usually available from a small number of eligible employees upward. These are the HIFA industry pages where benefits come up most often.
NOT SURE WHERE YOU FIT?
An advisor can shape the plan around the budget.
Tell us how many people you employ and what you want to offer. An advisor can review the plan design and the options with you before you approach insurers.
Want to talk now?
HOW BENEFITS MAY BE USED
Two situations worth understanding in advance.
Health and Dental Expense
An eligible employee submits a dental or paramedical expense under the plan.
Where the expense is eligible under the plan and the employee meets the plan’s rules, the benefit may be payable at the coverage level chosen, subject to any deductibles, maximums and frequency limits that apply.
Disability Absence
An employee is unable to work for an extended period and applies for disability benefits under the plan.
Where the absence qualifies under the plan’s definition of disability and the elimination period is satisfied, a benefit may be payable for the period the plan provides.
Illustrative example
Illustrative only. These are not a statement of what any plan provides. Every claim is assessed by the insurer against the plan in force.
WHAT AFFECTS THE PRICE
Two employers of a similar size can price very differently.
THE GROUP
Number of eligible employees
Age and demographic mix
Employee classes and eligibility rules
Industry and occupation
Location
THE PLAN
Benefits included and coverage levels
Deductibles, maximums and frequency limits
Employer contribution percentage
Optional and voluntary benefits
Claims experience, where the plan is experience-rated
Plan design and employer contribution move the number more than anything else. An advisor can model a few options.
WHAT WE’LL ASK YOU
The questions that shape the plan.
01
How many eligible employees are there?
02
What benefits do you want to offer?
03
What percentage will the employer fund?
04
Are there existing benefits already in place?
05
What employee classes or eligibility rules apply?
06
What budget or plan objectives matter most?
Common questions
What employers ask about group benefits.
How many employees do I need to start a plan?
Do I have to pay the entire premium as the employer?
What is a Health Spending Account (HSA)?
Can we change our plan if it gets too expensive?
Is group benefits administration complicated?
How does a group plan work alongside provincial health coverage?
READY TO TALK?
Let’s build a plan the business can actually sustain.
Tell us how many people you employ, what you want to offer and what you can fund. An advisor can review the options before approaching insurers.
Want to talk now?