Group Benefits · For Business Owners
Your team is your business. A well-designed plan keeps good people and pays for itself — and because premiums are a deductible business expense, the government shares the bill.
Who it's for
If you employ people — or pay yourself through a corporation — a group plan almost certainly earns its keep. The right structure is what changes with your size and goals.
Two employees is enough for most carriers. A classic insured plan — health, dental, life, disability — priced to your budget and benchmarked across six insurers.
A properly structured plan covers your own family too, funded with corporate dollars — often the most tax-efficient dollar an owner can pay themselves.
When you're bidding for the same people as larger employers, a meaningful plan is often the deciding factor — for $100–$300 per employee per month.
Too small for a full insured plan? An HSA-only design gives real benefits with total cost control — no premium waste.
Why offer group benefits
In a tight labour market, benefits are often the deciding factor between two similar job offers — and one of the few forms of pay the tax system actually rewards.
Salary gets candidates in the door; benefits keep them. A meaningful plan signals that you invest in your people and keeps your offer competitive against larger employers.
Drug coverage, paramedical care, mental-health support and virtual doctor visits mean small problems get treated before they become absences. Less financial stress, better work.
Premiums the business pays are generally deductible, and most health and dental benefits reach employees tax-free — a dollar of benefits can be worth well more than a dollar of raise. For owner-managers, a properly structured plan covers your own family too.
Group coverage costs employees far less than personal plans, usually with no medical underwriting. Life, disability and critical illness through work may be a family's only safety net.
What's included · you set the dials
You specify the benefits, maximums, coinsurance and deductibles; we shape the plan to your budget while providing the best care for your team.
Prescription drugs, paramedical (physio, chiro, massage, psychology), medical supplies, hospital rooms and vision — the everyday costs provincial plans don't cover.
Basic and major restorative, orthodontics and accidental dental — coinsurance levels and annual maximums set to match your budget.
Group life with accidental death & dismemberment, plus dependent life — baseline protection for every family on your team, no individual underwriting.
Short- and long-term disability that replaces income when illness or injury stops someone working — for most employees, the most valuable line in the plan.
Out-of-province and out-of-country emergency medical for employees and their families — essential for any team that travels for work or holidays.
Telemedicine, expert second medical opinions, disability support services and drug-cost savings programs — modern care employees actually use.
Not your traditional group plan
We combine classic group insurance with modern, flexible pieces. Not a fan of traditional group plans at all? An HSA-only design can deliver benefits your team actually uses, with complete cost control.
Pay only for what's actually claimed, with before-tax corporate dollars; reimbursements reach employees completely tax-free. Perfect as a top-up beside the insured plan — absorbing deductibles, co-pays and over-limit claims — or as a standalone plan with no group insurance at all. Run the tax math in LAB 04 →
A flexible budget for fitness, mental wellness and the extras traditional plans ignore — the perk employees talk about (taxable to the employee, unlike the HSA).
Confidential counselling for personal, legal and financial stress, plus doctors by phone or video — prescriptions without leaving home, and second medical opinions when they matter.
A Group RRSP or DPSP invested in segregated funds completes the package big employers use to keep their best people — at a small-business price.
Fully insured is the classic route: a fixed monthly premium per employee, the insurer takes all claims risk — predictable and simple, typically $100–$300 per employee per month depending on coverage, team age and cost sharing. ASO (administrative services only) flips the model for groups with stable claims: you self-fund the predictable portion and pay the insurer only to administer, which can meaningfully cut costs for the right group. HSA-only is the minimalist option: a fixed annual amount per employee, pay only what's claimed — total cost certainty, zero premium waste.
Whichever model fits, the levers stay in your hands: coinsurance, deductibles, annual maximums, employer/employee cost sharing. And because we're independent, the comparison never stops at setup — at renewal we negotiate your rates on your behalf — and when they come in above expectations, we benchmark the plan across Canada Life, Sun Life, Manulife, Equitable Life, iA, Desjardins and Empire Life, so it never quietly creeps above market.
Fair warning
Two honest caveats. Employer-paid life, AD&D and critical illness premiums are a taxable benefit to employees, and employer-paid disability premiums make disability benefits taxable — the right cost split isn't always "employer pays everything." And if your team is one or two people with modest claims, a full insured plan can be premium waste: we'll tell you when HSA-only is the better answer.
Why Wealthi · what you walk away with
The premium is what you pay. This is what a well-designed plan actually buys — for the business, for you, and for the people who make it run:
Premiums are generally deductible to the business, and health & dental benefits reach your team tax-free. On a $3,000 dental bill, the corporate HSA route keeps about $1,704 versus paying personally at a 43.41% marginal rate — run your own numbers in LAB 04. And at renewal we negotiate your rates — benchmarking across seven carriers whenever they miss expectations — so they never quietly drift above market.
Between two similar job offers, benefits are often the deciding line — and replacing a trained employee costs far more than covering one at $100–$300 a month. A meaningful plan tells your best people something a salary alone can't: you plan to keep them.
Setup, enrolment, admin support, claims escalation and renewal-rate negotiation are our job, not yours — founder-run and bilingual, so it's me you talk to, in English or Chinese. Your part is one meeting a year, and a plan that runs itself in between — benefits without a benefits department.
When an employee's child needs the dentist, or the stress at home needs someone to talk to, the company has already answered. People remember who stood behind that — the kind of loyalty a raise can't buy.
// yours, and your team's: peace of mind, by the numbers
Cost figures are 2026 market estimates and vary by group; deductibility depends on benefit type and plan structure — see LAB 04 for the HSA math and assumptions.
How to apply · how we help
Choosing a trustworthy partner is no easy task — for you and for us. Our process is built to find the best fit for both sides, efficiently.
Read our product research and case studies right here on wealthi.ca, subscribe to the emails, and reach out when you'd like to know more about how we work.
Book a meeting through the contact page. We learn about your company, your team's needs and your budget, then design a tailor-made benefits and retirement solution around them.
We select the most suitable plan from hundreds of designs, implement it end-to-end, support your admin along the way — and negotiate your renewal rates, benchmarking the market whenever they miss expectations.
Learn more
* Premium deductibility and the tax treatment of specific benefits depend on the benefit type, plan structure and applicable rules; the cost ranges shown are market estimates and vary by group. Consult your tax professional for your situation.
Get a group quote
Tell us how many people you have and what matters most to them — we'll come back with a plan design and side-by-side quotes from Canada's leading carriers. Free, no obligation, in English or Chinese.
// the government already shares the bill — the only question is how much you keep