BENEFITS

Benefits built around your people.

There are different ways to fund and structure employee benefits. We help you understand the options, the trade-offs and what may make sense for your business and your people.

Take the Benefits Check-Up

Your Plan. Your Way.

CHOOSING THE RIGHT APPROACH

There isn’t one right benefits plan.

The right approach depends on what you’re trying to accomplish, what your employees value, what you want to invest and how much flexibility and cost predictability you want.

Your business goals
Your people
Your budget
Cost predictability
Flexibility
Risk and funding approach

Not sure where to start?

Whether you already have benefits or you’re considering them for the first time, our Benefits Check-Up can help you get a clearer picture.

Take the Benefits Check-Up

EXPLORE YOUR OPTIONS

Different businesses need different benefits.

Understanding how each approach works makes it easier to decide what may fit your business.

Health Spending Accounts (HSA)

What it is: A defined employer budget employees can use toward eligible health and dental expenses. An HSA works differently from traditional insured benefits.
Why businesses consider it: Employees get flexibility in how they use their benefit, and the employer sets a defined budget.
When it may be a good fit: When predictable employer costs and employee choice are priorities. It can be used on its own or as part of a broader strategy.
Things to consider: Coverage is limited to the budget set, so it may be paired with other benefits depending on the business.

Experience Rated Benefits

What it is: The traditional insured approach, where the employer’s own claims experience can influence future pricing.
Why businesses consider it: It is a familiar structure that can provide broad coverage.
When it may be a good fit: When a business wants a traditional insured plan with broad coverage.
Things to consider: Renewals can fluctuate based on claims experience and other factors.

Fully Pooled Benefits

What it is: Risk is pooled and spread across a larger group rather than resting on one business’s claims experience.
Why businesses consider it: Sharing claims risk across a larger pool can support greater cost predictability.
When it may be a good fit: When cost predictability and shared claims risk matter most.
Things to consider: Premiums are not fixed and remain subject to renewal adjustments, which can reflect insurer pricing, pool experience, demographics, plan changes and other factors.

ASO / Self-Funded Benefits

What it is: The employer funds claims directly, with greater transparency and involvement in how the plan is funded.
Why businesses consider it: It can offer more flexibility and control.
When it may be a good fit: When a business wants more transparency and control and is comfortable with more involvement in funding claims.
Things to consider: The employer takes on more claims risk, so appropriate plan design and safeguards are important.

Group Retirement Plans

What it is: Group RRSPs help employees save for their financial future through the workplace.
Why businesses consider it: They can be an employee compensation and retention tool, with flexibility in employer contributions.
When it may be a good fit: When a business wants to support employees’ long-term financial future alongside its benefits.
Things to consider: Retirement benefits can complement a broader employee benefits strategy.

BENEFITS CHECK-UP

Not sure where your benefits stand, or where to start?

Take our Benefits Check-Up. Whether you already have a plan or you’re considering benefits for the first time, we’ll ask a few questions about your business and help you get a clearer picture of your options.

Take the Benefits Check-Up

Brad Way looking out over the lake from a rocky overlook

Let’s build benefits that fit.

Tell us a little about your business and what you’re looking for. We’ll help you figure out the next step.

Let’s Talk Benefits