Sarah Delorme
Market Insights
July 7, 2025
12 min de lecture
Unlocking the Power of Employee Benefits and HR Strategies in Canada
In today’s competitive job market, employee benefits have evolved from perks to essential retention tools. Over 78% of Canadian workers consider comprehensive benefits critical when choosing an employer. Companies like Sobeys, Superstore, RBC, and TD Bank are leading the way by offering robust discretionary benefits—such as mental health support, flexible working hours, and tuition reimbursement—that increase employee satisfaction and retention. Key Points: Discretionary employee benefits include non-mandatory perks like wellness allowances, mental health support, and extra leave, improving employee well-being and loyalty. Top companies in Canada (e.g., Sobeys, Superstore, RBC, IBEW) tailor their benefits packages to meet industry and workforce needs. Digital platforms like GoKlaim automate benefits management, making claims easier and ensuring compliance. These tools replace outdated, manual processes. HR & Benefits Strategy: Modern HR departments align benefits with employee needs using data analytics and AI dashboards to predict usage trends. Industry-Specific Examples: From retail to finance and unions, each sector customizes its benefits for its workforce. Future Workforce Needs: Gen Z and Millennial workers expect mental health support, mobility, and benefit personalization. Flexible health benefits and spending accounts help Canadians cover essential medical services not included in public insurance. By leveraging digital platforms, both employers and individuals can optimize healthcare spending, reduce taxes, and improve well-being.
Sarah Delorme
Market Insights
July 7, 2025
12 min de lecture
Health Spending Accounts (HSA) in Canada: Eligible Expenses, Rules, and Canada Life Options Explained
This blog explains how Health Spending Accounts (HSAs) work in Canada, offering a tax-free way for employers to reimburse employees for eligible healthcare expenses. HSAs are governed by the Canada Revenue Agency (CRA) and cover a wide range of medical, dental, vision, mental health, and paramedical expenses. Key highlights: What is an HSA? A flexible, tax-free benefit where employers set spending allowances and employees claim eligible health expenses. Eligible Expenses: Include prescriptions, dental care, vision services, therapy, and paramedical treatments. Canada Life’s HSA vs. Others: Canada Life offers strong digital tools, customizable allowances, and seamless claim processing, similar to modern platforms like GoKlaim. Employer Customization: Employers can set spending limits, reimbursement frequency, and eligible expense categories. Why Digital Platforms like GoKlaim? Digital benefits platforms offer fast reimbursements, customizable plans, secure data, and better user experiences compared to traditional group insurance. Wellness Spending Accounts: Expand benefits to include gym memberships, wellness apps, and healthy living expenses—supporting overall employee well-being. Unused Funds: Whether unused HSA funds roll over depends on the provider—many, like GoKlaim, offer carry-over options. Security: Platforms like GoKlaim are SOC II certified and use AES-256 encryption for secure benefits management. Conclusion: HSAs offer Canadian businesses a modern, flexible, and cost-controlled way to provide meaningful employee benefits. Whether through providers like Canada Life or platforms like GoKlaim, companies can personalize benefits, improve employee satisfaction, and stay competitive.
Sarah Delorme
Market Insights
July 7, 2025
12 min read
Unlocking the Power of Employee Benefits and HR Strategies in Canada
In today’s competitive job market, employee benefits have evolved from perks to essential retention tools. Over 78% of Canadian workers consider comprehensive benefits critical when choosing an employer. Companies like Sobeys, Superstore, RBC, and TD Bank are leading the way by offering robust discretionary benefits—such as mental health support, flexible working hours, and tuition reimbursement—that increase employee satisfaction and retention. Key Points: Discretionary employee benefits include non-mandatory perks like wellness allowances, mental health support, and extra leave, improving employee well-being and loyalty. Top companies in Canada (e.g., Sobeys, Superstore, RBC, IBEW) tailor their benefits packages to meet industry and workforce needs. Digital platforms like GoKlaim automate benefits management, making claims easier and ensuring compliance. These tools replace outdated, manual processes. HR & Benefits Strategy: Modern HR departments align benefits with employee needs using data analytics and AI dashboards to predict usage trends. Industry-Specific Examples: From retail to finance and unions, each sector customizes its benefits for its workforce. Future Workforce Needs: Gen Z and Millennial workers expect mental health support, mobility, and benefit personalization. Flexible health benefits and spending accounts help Canadians cover essential medical services not included in public insurance. By leveraging digital platforms, both employers and individuals can optimize healthcare spending, reduce taxes, and improve well-being.