Group Benefits
Licensed group benefits advice for Ontario employers: plan review, renewal comparison and the Life Bank, explained in plain language so you understand what your plan covers.
- Plan review.
- Renewal comparison.
- Clear coverage.
Save up to15%*on group benefits — same coverage
Health-Check. Leverage. Value. Coverage.
*Up to 15% applies to core benefits (e.g. life, dental). Results vary by group and underwriting; savings are not guaranteed.
Our Health Insurance Strategy — 4 Simple Steps
Health-Check. Leverage. Value. Coverage.
It's H·L·V·C.
The C is your Coverage — the contract and the clinical support behind it.
The Policy Value(AI)™ reads your group benefits plan.
Policy Value(AI)™ helps compare contract wording and rate pages. A licensed Ontario advisor reviews the output and explains the trade-offs in plain English.
We approach suitable insurers.
We use in-depth analysis tools and licensed-advisor review to assess plan options before approaching suitable insurers. Where eligible, not-for-profit options are considered first.
We put the market in competition.
We compare available options and explain the trade-offs. More efficient analysis may allow us to work with a lower advisory margin and offer potential client cost benefits where permitted and available. Savings are not guaranteed.
We stay with your coverage.
Contract — your single point of contact for every insurance-related question about the plan, from day one.Clinical — the Health Life Value Consulting (HLVC) Claims Desk. Once the plan is in force, every one of your employees gets a licensed advisor with carrier-side adjudication experience to call before they file a claim. Included in the Broker of Record engagement.
Any savings depend on plan design, available insurer options and underwriting; no outcome is guaranteed.
"Policy Value(AI)™ combines in-depth analysis tools with licensed-advisor review to help us assess plan options and approach suitable insurers. More efficient analysis can help us work with a lower advisory margin, with potential client cost benefits where permitted and available. Savings are not guaranteed."
WHY WE DO IT THIS WAY
The not-for-profit quote isn't a tactic. It's the position.
Every premium dollar splits into care delivered and margin funded. We can't change what care costs — so we go after the margin, and a carrier with no shareholders to pay is the fastest way to find it. We take those quotes to market first, as policy, even though they don't always win.
Read the mission →A 30-minute group benefits insurance valuation with our founder. No cost, no obligation.
The Insider Read is a licensed review of your plan. Policy Value(AI)™ supports the analysis; Non-Profit First™ sets the quoting order. Learn about the free Insider Read.
How to evaluate a group plan.
More efficient analysis can help us work with a lower advisory margin. Potential client cost benefits depend on what is permitted and available; savings are not guaranteed.
AI does the analysis at scale. A human makes the call.
Ingests your benefits documents and reads them against the same adjudication logic and reserve math carriers use.
Assesses plan options and helps us identify suitable insurers to approach.
More efficient analysis may allow a lower HLVC advisory margin and potential client cost benefits where permitted and available; savings are not guaranteed.
Harikaran Loganathan personally—an Ontario Life Insurance Agent with FSRA Licence #26250965—reviews every output before it reaches you.
Conditions: Final pricing, eligibility, and coverage are subject to carrier underwriting, claims experience, group demographics, plan-design choices, and province of registration. HLVC | Insurance & Benefits Advisory provides advisory services through Harikaran Loganathan, Ontario Life Insurance Agent · FSRA Licence #26250965; nothing on this page constitutes a binding offer of insurance.
New To Group Benefits? Start Here
The Hidden Health-Spend Tax
You're already paying for healthcare.
You're just paying the expensive way.
If you own a corporation and pay for dental, glasses or physiotherapy out of your own pocket, you are buying that care with after-tax dollars. A Health Spending Account routes the same care through the company instead — and on our working assumptions, that is roughly fifteen cents back on every health dollar, every year. We have set out the full comparison, the assumptions behind it, and the three levers that move the number.
Read the full explainerCase Study — The HSA Strategy
Three owners. One corporation.
Every eligible health dollar re-routed.
A three-owner Ontario corporation was paying for glasses, dental, physio, and prescriptions the expensive way — personally, with after-tax income. Here's what happened when the same spend was routed through the company with a Health Spending Account (a CRA-recognized Private Health Services Plan). This is exactly the kind of structural inefficiency the Policy Value(AI)™ is built to flag.
Salary it out, owner pays ~30% personal tax, then buys the care with what's left.
Corporation reimburses the claim tax-free through the HSA — fee and Ontario health taxes included.
"Cost" = pre-tax corporate dollars needed to put $1 of care in the owner's hands. Both routes are deductible to the corporation, so the ranking holds after tax.
Personal route → HSA route → what stays in the company
Roughly 15% of every health dollar — back, every year.
Net effect: roughly $3,200/yr saved at the low end and $6,400/yr at the high end — and every dollar reaches the owners tax-free instead of as taxable income.
Three dials that make the numbers move even further.
At a 43% marginal rate (vs. the conservative 30% modeled), the $10,000-each combined savings rises to roughly $16,500 a year. The highest-earning partner benefits most.
The case is modeled at a 10% admin fee. Negotiating down toward 5% widens every result on this page.
Glasses and eye exams, dental, physio, and prescriptions all qualify under the CRA medical expense list — the more eligible spend routed through, the bigger the gap.
Illustrative case figures, rounded — not filed tax advice. An owner-manager Health Spending Account must be a legitimate Private Health Services Plan (PHSP) and reasonable in relation to employment — confirm the structure with your accountant. Ontario claim and fee taxes included in all HSA figures above. The value is the pre-tax / tax-free mechanics, not the fee.
Choosing small-business group benefits in Ontario
A small team still needs a plan that makes sense for its people and its budget. For Ontario businesses with 3+ employees, a group benefits review starts with who is eligible, which benefits matter to the team and what the employer can sustain at renewal. Minimum group size, participation and underwriting requirements vary by insurer; having three employees does not guarantee acceptance.
Compare health, dental and employee protection together
An employee benefits package may include prescription drugs, extended health care, dental, life insurance and disability coverage, depending on the contract. Compare reimbursement percentages alongside annual maximums, eligible services, waiting periods and exclusions. A plan with a lower monthly premium is not automatically equivalent to another proposal. Ask for a written explanation of what changes for employees.
Starting a plan, reviewing a renewal or changing brokers?
For a first plan, prepare an employee count, a budget range and the coverage priorities you want to discuss. For an existing plan, bring the benefits booklet and latest renewal package—not employees' medical records. Book an independent group benefits plan review to understand the current wording. If you want a different advisor, read how to change your Ontario group benefits broker; appointing a new broker and replacing an insurance contract are separate decisions.
Where a health spending account fits
A health spending account can help an employer fund eligible expenses within a defined allowance, but it is not automatically a substitute for insured coverage. Compare the allowance, administration costs, eligible expenses and what happens when the account is used up. Confirm PHSP eligibility and tax treatment with your accountant. Our health spending account and group plan guide explains the questions to ask.
Before choosing a plan, compare the booklet definitions, annual limits, employee contribution and renewal terms side by side. A lower premium is useful only when the coverage still fits the people using it. Ask which benefits have a waiting period, which services need authorization, and how the carrier handles coordination with a spouse's plan. Note where the booklet is silent; your advisor can help you ask the carrier for clarification in writing. An employer with only a few employees may have different available options from a larger group, so request terms based on your actual team rather than assuming that a sample design is available. Keep the last renewal letter and current booklet together: they give you a baseline for comparing future options. No market review obliges you to replace an existing contract.
Read the small-business group benefits guide and the renewal checklist, or request an Insider Read for a licensed review of your own wording.
Group Benefits FAQ
Common questions about group benefits savings
Common questions about group benefits savings, what a quote does to your existing plan, and how the pricing analysis works — answered in full in The Helping Hand.
Read the FAQCommon questions
Can an Ontario business with three employees get group benefits?
A business with three or more employees can ask an advisor to review small-group options. Availability depends on the insurer's eligibility, participation and underwriting rules. Employee count alone does not guarantee acceptance.
How much do small-business group benefits cost in Ontario?
There is no single price for every small business. Cost depends on the benefits selected, employee and dependent coverage, insurer requirements and the group's circumstances. For an existing plan, claims experience and renewal terms may also matter. Request a written quote with its assumptions rather than relying on a generic per-employee estimate.
What can a small-group employee benefits plan include?
Depending on the contract, a plan may include prescription drugs, extended health care, dental, life insurance and disability coverage. Check maximums, reimbursement levels, eligibility and exclusions for each benefit; a shared benefit label does not mean two plans provide identical coverage.
Is a health spending account the same as group insurance?
No. A health spending account funds eligible expenses within an employer-defined allowance. An insured plan provides the coverage stated in its contract. The two can sometimes work together, but an account does not automatically replace insured protection. Confirm eligibility and tax treatment with your accountant.
What documents help with a plan comparison?
The current benefits booklet and latest renewal letter give an advisor a starting point for comparing terms. Do not send individual health records.
Does a review change our existing coverage?
No. Reviewing your booklet and renewal does not change your plan. Your employer decides whether to request or accept any new terms.
Should we compare more than the premium?
Yes. Check annual limits, eligibility, exclusions, employee contributions and renewal terms alongside the carrier's proposed cost.
Need a closer look at your plan? Explore the free Insider Read. For more context, read the related group benefits guide.