Current as of October 2026. Government programs, tax rules and prices change. Check the official sources listed at the end of this page before making a decision, and confirm details with a licensed advisor.
Tools that make benefits planning less of a guessing game
Setting up or reviewing a benefits plan usually starts with a few simple questions. Roughly what might this cost per person? Would a health spending account save my team money on the dentist and the pharmacy? How do I explain the plan so people actually use it? The resources on this page are built to help business owners and HR people answer those questions in plain language before a conversation with an advisor.
Each tool is for general information only. Estimates are illustrative, not quotes, and templates are starting points that you should adapt to your own plan documents. When you are ready for real numbers, you can get matched with a licensed benefits advisor who can explain your options.
Calculators
These calculators help you think through cost and tax questions with your own inputs. Results are approximations, so focus on what moves the numbers rather than any single figure.
- Group benefits cost calculator: an illustrative estimator for cost per employee, with a walkthrough of the drivers that shape real pricing, such as team size, coverage choices and single versus family enrolment.
- HSA tax savings calculator: compares paying for eligible expenses like new glasses or a massage out of pocket with after-tax dollars versus through a health spending account. As of October 2026, the Canada Revenue Agency says employer contributions to a plan that qualifies as a private health services plan are not a taxable benefit to the employee, provided the plan meets its conditions.
Templates for communicating with your team
A good plan only helps if people understand it. These templates give you clear structure and sample wording, with placeholders to fill in from your actual contract and booklet. Have employment counsel review anything that goes into an offer letter or policy.
- Employee benefits booklet template: a plain-language summary layout covering who is eligible, what is covered and how to claim.
- Offer letter benefits wording: sample clauses describing benefits eligibility and waiting periods for new hires.
- Benefits announcement email: sample messages for launching a new plan, sharing renewal changes and reminding staff about enrolment deadlines.
Reference: the group benefits glossary
Coinsurance, deductibles, pooling, ASO, coordination of benefits: benefits language can feel like its own dialect. The group benefits glossary defines common terms in a sentence or two, so you can read a proposal or renewal notice with more confidence.
If you are earlier in the process, the enrolment checklist and the employee benefits survey template are useful companions, helping you organize paperwork and find out what your team actually values.
Using these tools well
In Ontario, as of October 2026, the Employment Standards Act does not require employers to provide benefit plans, but if you do offer one, rules apply, including letting employees on most protected leaves (such as pregnancy, parental and sick leave) keep participating in benefit plans like extended health and dental. See benefits during leave for more. That is one reason to treat calculators and templates as preparation rather than final answers. Plan wording, insurer rules and tax treatment differ from plan to plan.
Once you have a rough sense of budget and priorities, you can get matched with a licensed benefits advisor through GroupBenefitPlans.ca. An advisor can explain plan options, compare quotes from the market and help you turn your notes into a plan that fits your team.
Common questions
Are the calculator results a quote?
No. The calculators show illustrative estimates based on general assumptions. Actual pricing depends on your group, your plan design and the insurer, so a licensed benefits advisor is the right person to provide real quotes.
Can I use the templates as-is?
They are starting points. Replace every placeholder with details from your actual plan documents, and have employment counsel review offer letter wording or policies before you use them.
Do these tools cost anything?
No. The tools, templates and glossary on GroupBenefitPlans.ca are free to use for general information.
Are health spending account reimbursements taxable?
As of October 2026, the Canada Revenue Agency says employer contributions to a plan that qualifies as a private health services plan are not a taxable benefit, as long as the plan meets its conditions. Check the current rules and ask an advisor or tax professional how they apply to your plan.
Sources and further reading
GroupBenefitPlans.ca is a referral and information service. Advice and coverage are provided by the licensed professional and relevant providers. An enquiry does not activate insurance.