When it comes to planning for retirement, Canadians often rely on a mix of savings, investments, and government benefits. As an employer, you may want to help with their savings and set them up for the future.

A Group RRSP sounds great, but that’s a lot to spend in addition to a health benefits plan.

So, should you skip out on the health and dental then? What about those who want to put their health first?

When it comes to health benefits, Canadian employers have options. The issue is, most employers haven’t been exposed to self-funded solutions like a Health Spending Account (HSA).

So how do they compare to traditional premium-based plans we commonly see in real life? Let’s follow the journey of two employees—Sarah, who uses an HSA, and Jake, who is covered under an insured plan—to see how their healthcare experiences unfold.

In today’s competitive job market, companies need to step up their game and move away from the basics. Compensation will always be king, this won’t change for the foreseeable future. 

That being said, an outstanding, well-rounded benefits plan can tip the scales when it comes to swaying candidates who are stuck between offers, candidates who are vetting where to work, or even catching the eye of the casual LinkedIn member.

For all the business owners and Plan Sponsors out there – did you know your employees/Plan Members are being encouraged to spend your money?

In the competitive world of group benefits, differentiating yourself is a key to success. There’s no shortage of eager advisors looking to drum up business, so how exactly do you set yourself apart?

As a Group Benefits provider of 10+ years, we’ve seen a lot of amazing advisors come through our virtual doors and they all share one key distinction.

They aren’t order takers.

The new Benefits Canada Survey just launched, but insurers have missed the boat on the industry trends and their impact on most Canadian businesses.

Consider why you’re offering a group benefits plan. Is it only to keep your team’s teeth sparkling, bodies limber, and backs cracked? If so, then stop reading.

For most employers, that’s just the tip of the iceberg. For them, a group benefits plan protects, supports, and takes care of their team for the long run. If that sounds like you, then let’s look at what goes into building benefits beyond health and dental.

We recently heard from an advisor about a group he was working with. They couldn’t be convinced to get a standalone HSA or go the ASO route, so he got them a typical extended healthcare quote from an insurance company that happened to include a $500/year HSA.

What happens next will shock you.

When it comes to group benefits, we obviously search for the most well-rounded, flexible plan that will give us exactly what we need. Often, this turns into a plan that is quite inflated with “perks” to create perceived value.

One of these so-called perks is a benefits card.

But is it beneficial?