Build a Stronger Workplace Through Better Benefits
Group benefits can help attract talent, improve retention, support employee wellness, and strengthen your overall compensation strategy.
Explore Benefits Planning →Benefits Are More Than Insurance
A well-designed benefits plan supports employees while helping employers remain competitive in attracting and retaining quality people.
Employee Attraction
Help position your company as an employer of choice.
Employee Retention
Support long-term employee loyalty and engagement.
Employee Wellness
Support physical, mental, and financial wellbeing.
Productivity
Healthy employees often lead to stronger workplace performance.
Tax Efficiency
Benefits can often be delivered in a tax-efficient manner.
Not Sure Where to Start?
Review your current plan, employee needs, and budget objectives.
Review My Benefits →Build a Benefits Plan That Fits Your Team
Group benefits plans can be customized based on workforce demographics, budget, industry, and company objectives.
Extended Health Care
Coverage for prescription drugs, paramedical practitioners, vision care, medical supplies, and more.
Dental Coverage
Preventive, basic, major restorative, and orthodontic benefits depending on plan design.
Group Life Insurance
Financial protection for employees and their families through employer-sponsored coverage.
Disability Coverage
Short-term and long-term disability plans help protect employee income during illness or injury.
Critical Illness
Optional protection providing lump-sum benefits following certain serious illnesses.
Health Spending Accounts
Flexible employer-funded accounts allowing employees to claim eligible healthcare expenses.
Wellness Programs
Support employee wellbeing through wellness spending accounts and health initiatives.
Employee Assistance Programs
Confidential counselling and support services for employees and family members.
Travel Insurance
Emergency medical coverage for employees travelling outside their home province or country.
Which Benefits Matter Most?
Every organization is different. Review your employee demographics, budget, and objectives to determine the right mix of benefits.
Explore Plan Options →Estimate Your Group Benefits Budget
Use this simple estimator to understand how employee count, monthly budget, and employer contribution level may affect the cost of a group benefits plan.
Plan Budget Inputs
Estimated Plan Budget
Educational estimate only. Actual group benefits pricing depends on carrier, plan design, demographics, industry, claims experience, province, participation, underwriting, and renewal history.
Is Your Group Benefits Renewal Still Competitive?
Renewal increases, claims experience, employee needs, and plan design should be reviewed before simply accepting the next renewal.
Claims Analysis
Review claims trends, usage patterns, pooling charges, and cost drivers.
Market Comparison
Compare your current renewal against other carrier options where appropriate.
Plan Design Review
Assess deductibles, coinsurance, maximums, eligibility, cost sharing, and coverage levels.
Cost Containment
Identify ways to manage costs without unnecessarily reducing employee value.
Employee Feedback
Consider whether the current plan still reflects employee needs and expectations.
Need a Renewal Review?
Upload or share your renewal package for a second opinion before accepting the increase.
Request Renewal Review →Benefits Strategies for Owners & Key Employees
Business owners and executives often have unique planning needs that go beyond traditional employee benefits plans.
Executive Health Coverage
Enhanced health and dental protection for owners and key employees.
Owner Disability Planning
Protect personal income and business cash flow if illness or injury prevents you from working.
Key Person Protection
Help protect the business from the loss of an owner, executive, or critical employee.
Shareholder Protection
Support business continuity through buy-sell and succession planning strategies.
Critical Illness Planning
Provide financial flexibility during recovery from a serious illness.
Retirement Planning Integration
Coordinate corporate planning, investments, benefits, and retirement objectives.
Health Spending Accounts
Tax-efficient reimbursement of eligible healthcare expenses through the corporation.
Advanced Retirement Strategies
Explore planning opportunities for incorporated professionals and business owners.
Executive Benefits Review
Review executive coverage, owner protection, tax efficiency, and long-term planning opportunities.
Review Executive Strategy →How Competitive Is Your Benefits Strategy?
Answer a few questions to identify opportunities for improvement and determine whether a benefits review may be worthwhile.
Benefits Assessment
Assessment Results
Ready to Explore Your Options?
Receive a complimentary review of your current benefits plan or request a proposal for a new plan.
Get My Group Benefits Quote →Common Employer Questions
Group benefits decisions should balance employee value, employer budget, plan sustainability, and long-term workforce goals.
How many employees do I need to start a group benefits plan?
Requirements vary by carrier and plan type. Some options may be available for smaller groups, while traditional plans often work better once employee count and participation are sufficient.
Can I control the cost of a benefits plan?
Yes. Cost can often be managed through plan design, deductibles, coinsurance, maximums, cost sharing, eligibility rules, spending accounts, and renewal strategy.
Should I accept my renewal increase?
Not automatically. Renewal increases should be reviewed against claims experience, pooling, plan design, demographics, carrier pricing, market alternatives, and employer objectives.
What is a Health Spending Account?
A Health Spending Account allows employees to claim eligible healthcare expenses up to a defined employer-funded limit, offering flexibility and cost control.
Can benefits help with hiring and retention?
Yes. A thoughtful benefits plan can improve the overall employee value proposition and help employers compete for talent.
How often should a benefits plan be reviewed?
At minimum, benefits should be reviewed annually at renewal. Additional reviews may be helpful after growth, staffing changes, claims changes, budget changes, or employee feedback.
Ready to Review Your Group Benefits Plan?
Whether you are starting a new plan, reviewing a renewal, controlling costs, or improving employee value, a structured benefits review can help clarify your best next step.
Request Benefits Review → Speak With an Advisor →Educational information only. Group benefits recommendations depend on demographics, plan design, carrier availability, claims experience, participation, and underwriting.
Planning & Strategy Centres
Explore GMFSI planning resources for retirement, investments, insurance, group benefits, estate planning, and financial decision-making.