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Industry-leading data reveals what employees demand and what forward-thinking employers are implementing
Four critical priorities backed by compelling ROI, tax efficiency, and measurable impact on talent attraction and retention
Tax efficiency, cost control, and productivity ROI—what organizations prioritize most
Most valued benefits backed by satisfaction data and retention metrics
Top employee concern with proven ROI through reduced absenteeism and disability claims
Addressing unique healthcare needs for women and men with specialized support
This guide compiles the latest research and trends from leading industry organizations, providing you with actionable insights on tax efficiency, employee wellbeing, and the benefits that matter most to Canadian businesses.
Tax efficiency, cost predictability, and measurable ROI—the benefits employers are implementing to attract talent and maximize value
HSAs are 100% tax-deductible with no payroll taxes—delivering immediate cost savings versus traditional plans.
25-30% cost savings vs. traditional plans
Fixed allocations per employee eliminate premium volatility—zero surprise rate increases or claims risk.
100% predictable benefit costs
Wellness programs deliver 3-4x ROI through reduced absenteeism, disability claims, and turnover costs.
350% average return on investment
Tax Deductible
HSA contributions are fully tax-deductible with zero payroll tax burden for employers
Source: CRA Benefits Guide, 2024
Premium Inflation
Fixed HSA allocations eliminate the 8-12% annual premium increases of traditional plans
Source: Benefits Canada, 2024
Wellness Program ROI
Average return through reduced absenteeism, disability claims, and turnover
Source: TELUS Health, 2025
Absenteeism Reduction
Decrease in sick days when employees have access to preventive health benefits
Source: Statistics Canada, 2024
Retention Improvement
Boost in retention rates when offering comprehensive wellness benefits vs. none
Source: Conference Board of Canada
Employer Satisfaction
of Canadian employers rate HSAs as most cost-effective benefits solution
Source: Benefits Canada Survey, 2024
Organizations implementing comprehensive wellness benefits see measurable improvements across all key metrics: lower turnover costs, higher productivity, better employee satisfaction, and significant tax advantages—making HSAs and WSAs strategic investments in workforce health and business performance.
When employees have access to HSAs, WSAs, telehealth, and holistic protection benefits, they're empowered to address health proactively—leading to better outcomes, reduced stress, and stronger workplace performance.
According to a 2025 TELUS Health Mental Health Index, employees with access to comprehensive benefits—including mental health support, preventive care, and financial wellness tools—report:
Cover 100% of eligible expenses with no annual maximums or restrictive caps
78% address health issues earlier
Source: Benefits Canada, 2024
24/7 virtual access to doctors, eliminating wait times and travel barriers
65% less likely to miss work
Source: Canadian Medical Association, 2024
Support holistic health: fitness, mental health, nutrition, and alternative therapies
83% improved mental wellbeing
Source: Mental Health Commission of Canada
Legal assistance and identity protection to reduce financial and personal security stress
75% reduction in financial stress
Source: Financial Wellness Institute, 2024
EAP programs, counseling, and therapy to address stress, anxiety, and burnout
4:1 ROI on mental health programs
Source: Mental Health Commission
Annual screenings, vaccinations, and early detection to catch issues before they escalate
$4 saved per $1 spent
Source: Public Health Agency of Canada, 2024
Organizations that invest in comprehensive, customized benefits see measurable improvements across all metrics:
Average ROI on wellness programs
Reduction in absenteeism
Improvement in retention
Higher employee engagement
Sources: TELUS Health 2025, Conference Board of Canada, Statistics Canada
Based on Canadian employee preferences and satisfaction surveys—what today's workforce demands from their benefits package
The benefits employees value most that employers are successfully implementing
Flexible, tax-efficient coverage for health expenses not covered by traditional plans. Employees can use funds for dental, vision, prescriptions, and alternative therapies.
Comprehensive counseling, therapy sessions, and Employee Assistance Programs (EAP) providing confidential support for stress, anxiety, and mental wellness.
On-site fitness facilities or subsidized gym memberships encouraging physical activity and healthy lifestyles among employees.
Dedicated funds for wellness activities including massage therapy, yoga classes, nutrition counseling, and fitness equipment.
Annual health check-ups, cancer screenings, and early detection programs helping employees stay healthy and catch issues early.
Professional workstation evaluations and ergonomic equipment to prevent injury and improve comfort for desk workers and physical laborers.
24/7 virtual doctor consultations and remote healthcare access, providing convenient medical advice without leaving home or work.
Engaging team competitions including step challenges, healthy eating programs, and rewards for achieving wellness goals.
Support employees with debt reduction strategies and education, complimentary consultations on RRSPs and insurance, plus valuable seminars to improve financial literacy and reduce money-related stress.
Specialized health services addressing unique needs including women's reproductive health, menopause support, and men's prostate screening.
Organizations that offer comprehensive wellness benefits, including HSAs and WSAs, see measurable improvements in employee engagement, reduced absenteeism, and stronger talent retention—making these programs essential investments, not optional perks.
0%
of Canadian employees say gym memberships or fitness programs improve their job satisfaction
Source: Benefits Canada, 2024
$0
Average annual Wellness Spending Account usage per employee in Canadian organizations
Source: Canadian Benefits Survey, 2024
0:1
Return on investment for every dollar spent on mental health support programs in Canadian workplaces
Source: Mental Health Commission of Canada
0%
of employees prefer benefits that offer flexibility and choice, such as HSAs and WSAs
Source: Morneau Shepell, 2023
0%
improvement in employee retention when comprehensive wellness benefits are offered
Source: Conference Board of Canada
0%
increase in productivity when employees have access to wellness and preventive health benefits
Source: Statistics Canada Workplace Survey
Modern mental health benefits go beyond traditional EAPs—combining virtual counseling, evidence-based apps, and 24/7 digital support to meet employees where they are.
According to the Mental Health Commission of Canada and TELUS Health 2025 Mental Health Index:
Concerned about psychological safety at work
Canadians experience mental illness each year
Annual cost of mental health issues to Canadian economy
ROI on mental health programs for employers
Employees can use HSAs and WSAs to access evidence-based mental health apps and virtual therapy platforms. Popular options include:
Virtual therapy sessions with licensed therapists via video, phone, or messaging
88% of users report improved mental health after 8 sessions
Guided meditation, mindfulness exercises, sleep content, and stress management
32% reduction in stress after just 10 days of use
Sleep stories, breathing programs, meditation, and relaxation techniques
93% of users report better sleep quality within 2 weeks
Online counseling platform with licensed therapists via messaging, live chat, phone, or video
Unlimited messaging with therapist + weekly live sessions
via TELUS Health
CBT-based self-help programs for depression, anxiety, stress, and resilience
Evidence-based cognitive behavioral therapy programs
Text, audio, and video therapy with licensed therapists specializing in various areas
All therapists are licensed, vetted, and credentialed
Note: Specific app availability depends on your wellness provider (TELUS Health, Maple, Medcan, June) and plan configuration. Many of these popular apps are eligible for reimbursement through HSAs or WSAs.
According to a 2024 study by the Centre for Addiction and Mental Health (CAMH), digital mental health interventions show remarkable effectiveness:
Increased Access & Reduced Stigma
67% of employees prefer app-based therapy over in-person due to convenience and privacy
Proven Clinical Outcomes
CBT-based apps show 60-75% improvement rates for mild to moderate anxiety and depression
Early Intervention
Self-help apps enable employees to address issues before they escalate into crises
Cost-Effective Care
Digital tools reduce overall healthcare costs by 20-30% while improving access
Integrating mental health apps and virtual counseling into your HSAs and WSAs requires minimal effort. Your wellness providers (TELUS Health, Maple, Medcan, June) handle the heavy lifting—managing app partnerships, processing claims, and ensuring compliance. Employers simply add mental health coverage to their benefit design, and employees gain immediate access to these powerful tools.
No additional contracts, vendors, or administrative burden required—your existing wellness provider manages everything.
Gender-specific health benefits aren't just inclusive—they're essential. Men and women face distinct health challenges that require targeted support.
Comprehensive support for women's unique health needs across all life stages
Menopause & Perimenopause
80% of working women experience symptoms; 1 in 10 leave workforce due to lack of support
Reproductive Health & Fertility
1 in 6 Canadian couples face fertility challenges; average IVF cycle costs $15,000-$20,000
Cancer Screening & Prevention
1 in 8 women will develop breast cancer; early detection increases survival rates to 99%
23%
Of Canadian women experience severe menopause symptoms affecting work performance
500K+
Canadian women leave workforce annually due to inadequate menopause support
1 in 8
Canadian women will be diagnosed with breast cancer - early screening saves lives
$30K+
Average cost of fertility treatments in Canada - often not covered by standard benefits
Organizations that provide comprehensive women's health benefits see measurable improvements in retention, reduced absenteeism, and stronger employee engagement.
Targeted interventions for men's critical health risks and preventable conditions
Cardiovascular Disease
Leading cause of death for men in Canada; heart attacks occur 10 years earlier than in women
Mental Health & Suicide Prevention
Men account for 75% of suicide deaths in Canada; reluctance to seek help remains a critical barrier
Prostate Health
1 in 8 Canadian men will be diagnosed with prostate cancer; screening saves lives through early detection
48 Years
Average age of first heart attack in Canadian men - 10 years earlier than women
4.5 Years
Average life expectancy gap - Canadian men live 4.5 years less than women
3x Higher
Men are 3x more likely to die by suicide - mental health support is critical
95%
Survival rate for prostate cancer when detected early through screening
Proactive men's health programs significantly reduce long-term disability claims and demonstrate a comprehensive approach to employee wellbeing that attracts top male talent.
AG Benefits Group partners with leading providers to deliver seamless health solutions with proven outcomes for teams of all sizes.
Canada's largest digital health provider combines virtual care, mental health support (including BEACON CBT programs), and occupational health into one comprehensive platform. Their integrated approach means employees access everything from same-day virtual doctor visits to long-term wellness coaching—all through a single app.
Member Value: Seamless coordination between physical health, mental wellness, and preventive care eliminates gaps in coverage and reduces wait times for critical services.
101% increase in quality of life scores
Cost savings of $3,800–$12,500 per employee annually
Maple revolutionizes healthcare access with 24/7 on-demand virtual consultations with Canadian-licensed doctors and specialists. From urgent care to specialist referrals to prescription renewals, Maple eliminates the barriers of wait times and geographic limitations—critical for remote teams and busy professionals.
Member Value: Immediate medical attention when needed, including mental health counseling, dermatology, and chronic disease management—all without leaving home or work.
72% of Canadians view employers more positively when virtual care is offered
Prevents 65% of work absences through early intervention
Medcan takes a proactive, preventive approach to executive and employee health with comprehensive annual assessments that go beyond basic check-ups. Their clinics offer advanced diagnostics including genetic screenings, cardiovascular risk assessments, cancer screening, and personalized health coaching—catching issues before they become costly problems.
Member Value: Access to top-tier preventive medicine typically reserved for executives, plus year-round support from dedicated health teams who monitor progress and adjust care plans.
Early detection of serious health conditions through advanced screening
Personalized health plans with ongoing support and accountability
June addresses a critical gap in workplace health: women's midlife transitions. With 1 in 10 women leaving the workforce due to menopause symptoms, June provides specialized care including hormone therapy consultations, symptom management tools, and mental health support specifically designed for perimenopause and menopause.
Member Value: Discreet, specialized care from providers who understand women's health challenges, plus educational resources that empower employees to take control of their wellbeing during critical life stages.
64% of women value menopause support as a key benefit
Supports workforce retention and reduces productivity loss
HSA administrators and leading health providers we work with
See how Canadian businesses are leveraging customized benefit structures to control costs, maximize tax efficiency, and delight their teams.
Sarah owns a boutique hair salon in downtown Toronto with 5 stylists. She wanted to offer benefits to retain talent in a competitive market but was intimidated by traditional group insurance—minimum participation requirements, complex contracts, and unpredictable renewal increases made it feel out of reach for her small team.
After consulting with AG Benefits Group, Sarah implemented a 100% employer-paid HSA at $1,200 per employee annually, plus a WSA at $500 per employee for wellness activities like yoga, massage, and gym memberships.
Annual Employer Cost
$8,500
($1,700 per employee)
Employer Tax Deduction
100%
All contributions are tax-deductible
Employee HSA Tax Benefit
Tax-Free
No income tax on HSA funds
Employee WSA Net Value
~$375
After ~25% marginal tax rate
CRA Compliance Note:
HSAs covering eligible medical expenses (dental, vision, prescriptions, therapy) are non-taxable benefits under CRA rules. WSAs for wellness (gym, massage, fitness equipment) are taxable but provide net value because the employer pays—employees couldn't deduct these expenses personally.
"I thought benefits were only for big companies. This HSA/WSA structure was perfect for us—affordable, flexible, and my team loves it. We're competing with corporate salons now!" — Sarah, Owner
Dr. Michael Chan runs a successful dental practice in Red Deer, Alberta with 8 staff members. For years, he paid for traditional group insurance—comprehensive coverage with dental, vision, extended health, and life insurance. But like most Canadian business owners, he faced annual renewal increases of 12-18%, pushing his premiums from $28,000 to over $38,000 in just three years.
After switching to a cost-controlled HSA structure with AG Benefits Group, Dr. Chan set a fixed budget of $32,000 annually ($4,000 per employee) and added a WSA at $500/employee. His employees gained spending flexibility—his dental hygienist used HSA funds for orthodontics for her son, while the office manager covered physiotherapy and prescription costs through the HSA.
Old Insurance Premium
$38,400
+15% from previous year
New HSA/WSA Cost
$36,800
Fixed budget, no increases
Year 1 Savings: $1,600
3-Year Projected Savings: Over $18,000 (assuming traditional insurance continues 12-15% annual increases)
HSA Usage Rate
94%
Employees love the flexibility
WSA Usage Rate
87%
Hockey fees, gym, ski equipment
CRA Compliance & Tax Advantage:
"I was trapped in the insurance renewal cycle—every year, another 15% increase with no explanation. Switching to HSAs gave me control over my costs AND my team gets better, more flexible benefits. It's a no-brainer." — Dr. Michael Chan, Owner
David Veenstra is a successful CPA who operates through a professional corporation with substantial retained earnings accumulating year over year. As a high earner with young children and a mortgage, David needed comprehensive protection—but he also wanted to leverage his corporation's excess cash for long-term wealth building in a tax-efficient manner.
Previously, David had been personally paying for a $1,000,000 term life insurance policy at $900/year out-of-pocket with after-tax dollars. While the term coverage protected his mortgage and his children's education needs, it offered no cash value, and renewal rates would increase significantly as he aged. His family also faced $6,500 in annual out-of-pocket health expenses for prescriptions, dental work, physiotherapy, orthodontics, and vision care.
Working with AG Benefits Group, David implemented a comprehensive corporate strategy that addressed both immediate protection and long-term wealth building:
This layered approach gives David comprehensive protection for term goals (mortgage, children) while simultaneously building significant long-term wealth through the participating policy—an efficient use of retained corporate earnings that would otherwise face passive income tax.
To pay $7,400 after-tax, David needed to take ~$13,200 in dividends (44% marginal rate) from his corporation
Coverage Limitations:
Multi-Layered Strategic Advantages:
Premiums Paid: $250,000
Cash Value (Est.): ~$180,000-$200,000
Growing equity accessible for corporate needs or retirement planning
Total Premiums Paid: $500,000
Cash Value (Est.): ~$450,000-$500,000
Premium payments complete—policy fully paid up with continued growth
Projected Cash Value: $1,000,000-$1,500,000+
Death Benefit: $2,000,000 tax-free to beneficiaries
2-3x wealth accumulation over lifetime—significant tax-free legacy for family
Note: Cash value projections based on historical participating policy performance. Actual values depend on dividend rates, underwriting class, and policy structure. Consult with AG Benefits Group for personalized illustrations.
Previous Personal Approach:
New Corporate Strategy:
Long-Term Value: $1,000,000-$1,500,000+ Wealth Accumulation
By strategically using $500,000 in corporate funds over 10 years, David builds 2-3x that amount in tax-sheltered cash value—dramatically outperforming passive corporate investments and creating a significant tax-free legacy for his family.
CRA-Compliant Structure for High Earners
For high-earning professionals with substantial retained earnings, participating life insurance offers a powerful CRA-approved wealth transfer and tax-sheltered growth strategy. Unlike investments subject to passive income tax or personal insurance paid with after-tax dollars, corporate-owned policies use pre-tax funds to build significant cash value and provide tax-free death benefits—creating a legacy that doubles or triples the initial investment over a lifetime.
"I needed coverage for my mortgage and kids' education, but I also wanted to build long-term wealth efficiently. AG Benefits Group showed me how to layer term and participating policies strategically—the term handles my immediate protection needs at a low cost, while the participating policy is building over a million dollars in cash value that I can access for retirement or pass on to my children tax-free. It's the smartest use of my corporation's retained earnings I could imagine." — David Veenstra, CPA, Veenstra Professional Corporation
Success isn't just about HSAs or WSAs—it's about customized benefit design that fits your business, your budget, and your team's needs. Whether you're a 5-person salon, an 8-person dental practice, or a professional corporation, the right structure delivers:
With AG Benefits Group's expertise and trusted provider partnerships (TELUS Health, Maple, Medcan, June), you get more than benefits—you get a strategic advantage. Let us design a plan that works for your business.
Have questions about implementing these insights? Contact us today to discuss how we can help transform your employee benefits.
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