Health & Wellness
Health and wellness accounts
Flexible, tax-smart coverage on top of (or instead of) a traditional insured plan. We set up Health Spending Accounts, Personal Wellness Accounts, and Employee and Family Assistance Programs, then help you pick the mix that fits your budget and your team.
What we set up
Health Spending Account (HSA)
Employer-funded dollars for CRA-eligible medical and dental costs. Tax-free to the employee, with a fixed, predictable cost to you. Good for topping up a core plan or covering what insured benefits miss.
Personal Wellness Account (PWA)
A broader employer-funded account for wellness spending: fitness, equipment, courses, and more. A taxable benefit, but flexible and popular for morale and retention.
EFAP / EAP
Confidential employee and family assistance: mental health and counselling, crisis support, financial and legal guidance, and work-life resources. Low cost per employee, high impact when it matters.
Virtual care
Fast access to a clinician by phone, video, or message for non-urgent needs. Pairs naturally with the accounts above. Learn about Virtual Doctors.
Why employers add them
- Predictable cost. You set the dollar amount per employee.
- Flexibility employees actually use.
- Tax efficiency. HSA dollars are tax-free to the employee.
- Mental-health support that can reduce higher-cost claims down the line.
Who it fits
Small teams
A real benefit and real flexibility without committing to a rich insured plan.
Topping up a plan
Add an HSA or EFAP alongside coverage you already have.
Retention-focused employers
Wellness spending and mental-health support that staff notice and value.
FAQs
What is the difference between an HSA and a PWA?
An HSA covers CRA-eligible medical and dental costs and is tax-free to the employee. A PWA covers broader wellness spending and is a taxable benefit. Many plans use both.
Can we add an EFAP without changing our core plan?
Yes. An EFAP is a standalone add-on with a low per-employee cost.
Are these instead of a benefits plan, or on top of one?
Either. Some employers use accounts as the whole plan. Most pair them with core coverage.