Group Benefits

Coverage Modules

A plan built in modules, not a single rigid package

Combine the pieces that fit your team and your budget.

Extended Health & Dental

Prescription drugs, paramedical services, dental care, and vision coverage.

Physio, chiro & massage
Dental & vision care

Group Life & AD&D

Essential financial protection for employee families in the event of death or accidental dismemberment.

Flat or salary-multiple options
Optional dependent coverage

Group Disability (STD & LTD)

Short- and long-term income protection that keeps your business running through a health absence.

STD bridges to LTD
Return-to-work support

Health Spending & Wellness Accounts

Flexible, tax-efficient dollar allocations that let employees choose the care they actually need.

Pairs well with core benefits
Ideal for incorporated owners

Why It Matters

Renewal season shouldn't feel like a hostage negotiation

If your plan came directly from one carrier, you don't have much leverage when the renewal quote jumps double digits. There's no comparison point, and no one auditing whether the increase actually reflects your claims experience.

As independent advisors, we benchmark your plan against the market every year, audit claims history for patterns that drive cost, and negotiate renewals with real comparables in hand, not just accept whatever the incumbent carrier proposes.

Unbiased carrier benchmarking, not a one-carrier renewal
Annual claims audit to spot avoidable cost drivers
Cost-containment strategies beyond just raising deductibles
Employee onboarding support so HR isn't fielding every question

Carriers we benchmark for you

A sample of the group underwriters in our market comparison.

Plan design, pricing, and eligibility vary by carrier and group size. Benchmarking is how we match the plan to your team.

How We Work

From audit to a plan that runs itself

Four steps, whether this is your first plan or your fifth renewal.

Current Plan Audit

We review claims history and existing carrier rates to see what's actually driving your costs.

Market RFPs & Benchmarking

We shop 8+ top Canadian carriers so your renewal is grounded in real market comparables.

Custom Plan Design

We build the plan around your team's demographics and budget, then manage a seamless rollout.

Claims & Renewal Support

Year-round claims support for your employees, and a benchmarked renewal every year, not a surprise.

FAQ

Common questions from employers

What's the minimum number of employees required for a group plan?

It varies by carrier, but many will write a group plan for as few as 2–3 employees, with plan design and pricing options expanding as your headcount grows. Very small groups sometimes make more sense with a Health Spending Account instead of, or alongside, a traditional group plan; we'll tell you honestly which fits better at your size.

How do you help control annual renewal rate increases?

By auditing your claims data before renewal (not after), benchmarking your rates against the current market rather than assuming the incumbent's number is fair, and adjusting plan design, such as deductibles, drug formularies, and pooling, where it reduces cost without gutting the coverage your employees actually use.

Are employer contributions to employee health benefits tax-deductible?

Yes, in most cases, premiums your business pays for group health and dental coverage are generally a fully deductible business expense, and in Ontario they aren't treated as a taxable benefit to your employees. Other benefit types follow different rules: employer-paid group life insurance premiums are a taxable benefit to the employee from the first dollar of coverage, with no exemption threshold in Canada, and employer-paid disability premiums make the eventual disability benefit taxable to the employee when claimed. We'll walk through how each piece of your specific plan is treated.

What is a Health Spending Account (HSA) and how does it work?

You allocate a fixed dollar amount per employee per year, and employees submit eligible medical, dental, or vision expenses for tax-free reimbursement up to that amount. It gives employees flexibility to spend on what they actually need rather than a one-size-fits-all plan, and it can work as a standalone benefit for very small teams or as a top-up alongside a traditional group plan.

Can we keep our current carrier and just have you manage the plan?

Often, yes. We can step in as the advisor of record on an existing plan without disrupting your employees' coverage, then start benchmarking and auditing from there. Whether switching carriers makes sense is a separate question we'll only recommend once we've actually compared the alternative against what you have.

Attract and keep great people with benefits that actually work.