A traditional plan is a mix of some fully pooled and some experience rated benefits. Experience rated benefits are priced based on the usage of your specific group.

Typically, dental and health benefits are experience rated.  With a traditional plan at each contract renewal, the insurance company looks at the claims experience of both pooled and experience rated benefits and then re-sets the rates for the following year based on usage of the pool and your specific group. 

We have relationships with all the major Canadian insurance companies.  Typically, if our clients that have a traditional plan, we shop the full market place every 4-6 years to ensure their current carrier is providing a competitive package. 

Fully pooled plans all benefits are fully pooled. Rates are determined based on the claims experience and demographics of a very large pool (group). A pool, literaly, consists of hundreds/thousands of business’ employee’s.

In this case, the assessment of claim usage is based on a large pool of people including, but not limited to, your own employees’ usage.

Regardless of the size of your business, you are no longer stuck with an “off the shelf” package for you and your employees. 

Using a “traditional” insurance company to provide some benefits, such as Life, Accidental Death or Long-Term Disability insurance provides protection against catastrophic claims.

Benefits that have much less risk such as Vision Care, and Health Practitioner Services, it can make sense to self-insure and simply use a lower cost Third Party Administrator (ASO) or Health Spending Account (HSA) to adjudicate claims. 

Overall, many employers see this as a viable option to get the lowest overall cost, and provide the flexability and ability for employees to choose the benefits they pay for. 

An Administrative Services Only (ASO) plan offers mid‑size organizations a flexible, transparent, and financially disciplined way to deliver competitive employee benefits—without compromising the employee experience.

How an ASO Plan Works

• The employer funds actual health and dental claims as they occur

• A third party administrator:

  • Adjudicates and administers claims

  • Provides access to established provider networks

• Insurance margins and pooling charges are removed, improving cost efficiency

Benefits for the Organization

• Cost transparency

• Elimination of insurer profit margins on health and dental

• Improved long‑term cost sustainability

• Cash flow and budgeting remain predictable

The employee experience is that it looks and feels like a traditional insured plan. They use the same claims process and provider networks. retain competitive coverage, seamless access to care, and the non‑taxable benefit value.

The result is a benefits program that functions as a strategic investment, supporting both employee well‑being and the organization’s long‑term financial health.

An HSA is a self-insured Private Health Services Plan (PHSP) benefit arranged by employers for their employees. 

An HSA  is a Canada Revenue Agency approved method to provide medical, dental and vision  benefits in a tax efficient manner. 

The corporation can write off  100%  of  the costs related to its HSA.  All expenses paid are tax‐free to the employees. 

HSA can supplement traditional or pooled plans or be implemented as a stand-alone.

Every incorporated business owner should have an HSA, at least for themselves and their family. We can create an executive class for you to qualify for this benefit.

This is a growing segment of benefits where employers are providing financial incentives to employees to pursue a healthier lifestyle.

Gym memberships and sporting equipment are just some examples of what employers will reimburse inside of a wellness account.

While not as tax effective as other benefits, many employees appreciate these tangible flexable benefits more than others. 

We also provide a variety of options for group savings plans: Group RSPs, TFSAs, RESPs along with DPSP & Pension Plans.

There are many choices available. Many employers like the idea of encouraging and providing incentives for employees to save for their future.

Depending on what your objectives and goals are, there are many choices in the marketplace. Savings plans are an effective part of total compensation in attracting and retaining employees.