Canadian Employee Benefits
Competitive Packages Help You Attract And Retain Canadian Talent.
Canada’s public healthcare covers physician visits and hospital care. It does not usually cover dental, vision, prescriptions, paramedical services, or mental health counselling, depending on the territory.
Canadian professionals expect their employer to fill those gaps with supplementary benefits, and the quality of your package directly affects whether candidates accept your offer or take a competing one.
What Canada’s Public System Covers
It Does Cover
- Physician and specialist visits
- Hospital care and medically necessary procedures
- Diagnostic testing (when referred by a physician)
It Does Not Cover
- Prescription drugs (outside hospital)
- Dental care
- Vision care and eyewear
- Physiotherapy, chiropractic, massage therapy
- Mental health counselling and psychology
- Paramedical services (naturopathy, acupuncture)
This is where supplementary benefits come in, and where we help you build a package that meets Canadian market expectations.
Benefits We Set Up And Manage
- Extended Health Coverage
Prescription drugs, paramedical services (physiotherapy, chiropractic, massage, psychology), medical equipment, travel medical insurance, and hospital upgrades. This is the core of any Canadian benefits package.
- Dental Coverage
Preventive (cleanings, exams, X-rays), basic (fillings, extractions), and major dental (crowns, bridges, dentures). Most competitive packages include all three tiers.
- Vision Coverage
Eye exams, prescription eyewear, and contact lenses. Typically covered on a 12 or 24 month cycle.
- RRSP Matching
Registered Retirement Savings Plans are similar to the US 401(k). It’s typically between 3–5% of salary depending on role, market, and plan design. RRSP is a strong retention tool and an expected part of compensation for senior roles.
- Life Insurance And AD&D
Group life insurance and accidental death and dismemberment coverage. Usually set at 1–2x annual salary.
- Short Term And Long Term Disability
Income replacement if an employee is unable to work due to illness or injury. Many STD plans cover approximately 60–70% of salary for a defined period, often around 15–17 weeks, depending on plan design.
- Employee Assistance Programme (EAP)
Confidential counselling, mental health support, financial and legal advice, and crisis services. Increasingly expected by Canadian employees.
- Health Spending Account (HSA)
A flexible account that employees can use for eligible medical expenses not covered by the group plan. Adds flexibility without increasing your fixed benefit costs. HSA’s are typically structured under CRA / PHSP rules for eligible medical expenses.
Designed For Your Market, Not A Default Tier
We do not offer one standard benefits package that every employee gets.
A tech startup competing for senior engineers in Toronto needs a different proposition than a consulting firm placing a project manager in Ottawa. We work with you to design a package that reflects your industry, your hiring market, and your budget, then administer it end to end, including enrolment, life events, plan changes, and annual renewals.
Ready To Build A Competitive Canadian Benefits Package?
Book a call. We’ll review what your employees need and design a package that helps you win talent.