Group benefits chosen with care, supported over time.

Eligibility varies by insurer and plan structure. Small employers can often obtain group coverage, although the available options and underwriting approach may differ from larger plans.

Eligibility can be structured using clearly defined employee classes, subject to insurer requirements and applicable rules. Employee location and hours of work should also be considered when establishing the plan.

Employer costs can differ considerably between otherwise similar organizations. Differences in benefit selection, eligibility, employee profile, claims experience and insurer methodology can produce different pricing results.

We begin by gathering a few details about the business, the employees who would participate and the benefits under consideration. If coverage is already in place, existing plan information, rates and available claims data provide the basis for an accurate comparison. We’ll confirm any further requirements before requesting quotations.

Price is only one part of the comparison. Benefit maximums and restrictions, disability contract wording and the areas of the plan employees rely on most can all affect value. Rate guarantees, renewal provisions, administration, claims handling and implementation support should also be considered, since an attractive initial rate can come with meaningful differences in coverage or future pricing.

Read the guide: Comparing benefits quotes →

Tax treatment depends on the benefit, who pays the premium and the province or territory. Employer contributions to a qualifying private health services plan, such as medical or dental coverage, are generally not a taxable benefit to employees federally, while employer-paid group life premiums are generally taxable. Disability benefit taxation depends in part on how premiums are funded. Employers should confirm the current treatment of their specific plan with their tax advisor and the CRA.
Review the CRA’s current guidance →

A Health Spending Account typically provides eligible employees with a set amount they can use toward qualifying expenses, giving employees flexibility while establishing a defined employer commitment. Cost Plus takes a different approach, with eligible expenses reimbursed as claims arise within the limits established by the employer. The right structure depends on how the organization wants to manage costs, employee choice and coordination with insured benefits.
Review Health Spending Accounts →Review Cost Plus →

Renewal pricing reflects a combination of the plan’s claims experience, anticipated future costs, changes in the covered population, healthcare inflation, pooling costs and insurer pricing assumptions. How heavily the group’s own claims influence the renewal depends on the credibility applied to the experience. Before seeking alternative quotes, employers should examine the renewal methodology, key cost drivers, plan design, service and the competitiveness of the current terms.

There is no fixed timetable for reviewing the market. The appropriate timing depends on renewal results, claims experience, service performance, market conditions and whether the current terms remain competitive.

Read the guide: Reviewing or changing insurers →

A group benefits plan can usually be moved before or after its renewal date. The timing should account for any notice requirements under the existing contract and allow enough time for replacement coverage to be established. Before proceeding, consider any financial implications and confirm how coverage will continue for employees, particularly those with active disability claims or anyone who may be subject to new underwriting requirements.

Yes. Plan design, cost-sharing, coverage limits, administration and renewal strategy can be reviewed even when the current insurer remains the best fit.

Usually. A properly managed market review compares coverage and contract provisions as well as price so that differences are identified before a change is made.