Employee benefits are no longer just an added perk in Canada; they are a key part of financial satisfaction in the workplace. According to employee benefits statistics published in January 2026, 89% of employees in Canada say benefit plans are important for their financial health and security.

For small businesses, offering competitive benefits can help attract and retain talent, but finding the right insurance company may not be easy. This guide highlights the best employee benefits providers for small businesses in Canada to help employers stay competitive and support their workforce.

Quick verdict

If you are looking for reliable group benefits providers for a small business, several insurers in Canada stand out for their flexibility and overall value. Some focus on affordability and plan customization, while others are known for strong customer service.

Below are some of the best small business employee benefits companies in Canada:

• Manulife
• Equitable Life
• Sun Life
• Empire Life
• Canada Life
• Desjardins
• GreenShield
• Blue Cross

Refer to the table below to see the strengths of employee benefits providers in Canada and our ratings.

What are employee benefits for small businesses?

Employee benefits are employer-sponsored insurance and wellness programs offered to employees as part of their overall compensation package. For small businesses in Canada, group benefits serve as effective plans that help employees manage health care costs, access preventive care, and maintain financial stability during illness or disability.

Some employers may provide Employee Assistance Programs (EAPs), Health Spending Accounts (HSAs), and various wellness benefits. Together, these benefits help small businesses support employee well-being in the best way possible.

What are some common employee benefits offered by small businesses in Canada?

Common employee benefits offered by small businesses in Canada include:

• Health and dental insurance: Covers medical expenses such as prescription drugs, doctor visits, dental treatments, and preventive care that may not be fully covered by provincial health plans
• Life insurance: Provides a tax-free lump-sum payment to an employee’s beneficiaries if the employee passes away while covered under the plan
• Disability benefits: Replaces a portion of an employee’s income if they are unable to work due to illness or injury
• Critical illness insurance: Pays a lump-sum benefit if an employee is diagnosed with a covered serious condition such as cancer, heart attack, or stroke
• Travel insurance (emergency medical): Covers emergency medical expenses if an employee becomes ill or injured while travelling outside their home province or outside Canada
• Paramedical services: Includes coverage for practitioners like physiotherapists, chiropractors, psychologists, and massage therapists
• Registered retirement savings plans (RRSPs): Allow employees to save for retirement through payroll deductions

Some businesses also offer wellness programs, mental health support, and flexible work arrangements as part of their benefits packages.

Which are the best small business employee benefits companies in Canada?

Manulife, Equitable Life, Sun Life, Empire Life, Canada Life, Desjardins, Green Shield, and Blue Cross are some of the best companies offering employee benefits in Canada. Refer to our review below to see the strengths of each company and our ratings.

Methodology for reviewing the best small business group benefits companies in Canada

To determine the best small business employee benefits in Canada, our experts assessed companies based on the following criteria:

• Coverage: Scope of health, dental, vision, paramedical, prescription drugs, life insurance, disability, and critical illness options available
• Affordability: Average premium required to pay for the total number of employees
• Flexibility and customization: Modular plans, health spending accounts, coinsurance choices, guaranteed acceptance limits, and scalability for growing teams from 2-50 employees
• Customer experience: Digital tools for claims, mobile apps, dedicated advisors, EAP/wellness programs, and 24/7 support accessibility

Group health benefits cost comparison

How much does a small business employee benefits package cost in Canada?

Employee benefits packages for small businesses typically cost between $150 and $275 per employee per month.

Average monthly cost per employee for a small business group health plan

*Please note, these are average costs for one employee per month, pricing may vary based on factors like company demographics, employee’s age, etc.

Factors affecting the price of small business employee benefits

Group benefits pricing for small businesses in Canada is determined by several factors that help insurers estimate the overall risk and expected claims within a group. Here is a list of these factors:

• Number of employees in the group: The larger the group size, the lower the cost for employers because the risk is spread across more employees
• Nature of business: Businesses that have risks associated with them, such as construction or manufacturing, may end up paying higher premiums
• Employee profile: The age, gender, and family status of employees can significantly affect premiums. Older employees or groups with more dependents generally result in higher premiums
• Coverage: The level of coverage opted for directly affects the premium. For instance, plans that include higher reimbursement levels for, say, prescription drugs, dental care, paramedical services, or vision care typically cost more than the others
• Additional benefits: Optional features such as Health Spending Accounts (HSAs), Employee Assistance Programs (EAPs), critical illness coverage, and others can increase the overall cost of the group benefits plan

Who pays for group health benefits in small businesses?

In small businesses, group health benefits are typically shared between the employer and employees (based on the employer’s discretion). Many companies require employers to pay 50% of premiums, although this varies by insurer. Employees contribute the remainder through payroll deductions.

The employer’s contribution is often designed to make the benefits affordable and competitive. The exact cost-sharing arrangement can vary depending on the business’s budget and the specific health insurance plan.

In some cases, employers may choose to cover the full premium as an added benefit to attract and retain employees. The contribution structure and coverage options are customizable based on the business’s needs.

Tax advantages of group benefits in Canada

Offering group benefits can provide important tax advantages for both employers and employees in Canada. Here are some of the key tax advantages of group benefits for small businesses in Canada:

• Premiums paid by the employer toward a group benefits plan are generally treated as a business expense and can be deducted when calculating the company’s taxable income
• Employer-paid health and dental coverage is generally not considered a taxable benefit for employees, meaning they do not pay income tax on these benefits
• Many group benefits plans also include a Health Spending Account (HSA). Employer contributions to an HSA are generally tax-deductible for the business, while reimbursements for eligible medical expenses are typically tax-free for employees

How to choose the best employee benefits plan for small businesses in Canada?

In general, choosing the best group benefits packages in Canada involves several critical steps. Listed below are a few of them:

• Understand employee needs: You need to start by assessing employee requirements through surveys to understand what they value most in a benefits package. Once you have this information, set a budget that reflects what your organization can afford while ensuring financial stability
• Look for flexible options: Consider offering flexible benefits plans, which allow employees to select the benefits that resonate with them, fostering satisfaction and retention. Also, prioritize core benefits like health insurance and retirement plans, as these are often essential to employees
• Explore cost-sharing options: Decide how premiums will be split between the employer and employees
• Wellness and mental health coverage: Look for plans that include wellness programs, counselling, therapy, and Employee Assistance Programs (EAPs) to support both physical and mental well-being
• Analyze claim risks: Consider how claims may impact future premiums, especially in small groups where high usage can lead to noticeable renewal increases
• Consult licensed advisors: At PolicyAdvisor, our insurance experts are here to help you find the best employee benefits plans. They will guide you through coverage options, premiums, and additional benefits you can offer your employees. Trust us to find the best fit for your business! Schedule a call with our team today!

Most working professionals in Canada don’t think about their employee benefits until they lose them. Whether you are changing jobs, getting laid off, or retiring, the coverage offered under the group benefits plan will stop. When this happens, the first question that pops up is: Can you keep your coverage or convert it to individual insurance?

The answer is yes: it is possible to convert group insurance into individual insurance, meaning you stay secure even when you choose to leave your job. Wondering what this means? In this article, we’ll walk you through everything you need to know about converting your group benefits to individual insurance in Canada, including how it works, what’s eligible, and what to watch out for.

What is group insurance conversion?

Group insurance conversion in Canada is the process of converting a group policy into an individual insurance policy when you leave a job, retire, or are terminated. This conversion helps ensure you are not left without coverage when your employment ends, but the type of benefits available, pricing, and rules vary by insurer and plan.

Converting group medical insurance to individual coverage typically does not require you to undergo medical exams. However, the insurer assesses your age as a factor in calculating your new premium post-conversion, which may increase or decrease the annual cost of individual coverage. Conversion applies to health, dental, life, and disability insurance, providing you with continued coverage outside the group setting.

Who does a group conversion plan benefit?

A group insurance plan is ideal for those who are:

• Transitioning into retirement
• Shifting from full-time to part-time status
• Affected by layoffs
• Moving on to self-employment
• Leaving employment with pre-existing medical conditions

What is the process of converting a group plan?

You can convert your group coverage into an individual insurance policy by following the process below:

• Eligibility: An employee must be eligible for conversion under the group policy terms. Usually, there is a limited window of time, ranging from 31 to 60 days after leaving the group to exercise the conversion option. The conversion window can vary based on the policy terms
• Coverage amount: You can convert a portion or all of your group insurance coverage into an individual policy. However, there may be limitations on the maximum amount that can be converted based on a percentage of the original coverage amount
• Premium calculation: The premium for the individual policy is calculated based on your age at the time of conversion and the coverage amount that you opt for. Individual policies are typically priced based on risk factors like age, health, and lifestyle
• No medical underwriting: A major advantage of conversion is that you don’t need to undergo medical underwriting, meaning your health status at the time of conversion does not impact your eligibility or premium rate for the individual policy
• Notification and application: You must notify the insurance carrier of your intention to convert your coverage within the specified timeframe and submit a conversion application along with any required documentation and premium payments.
• Issuance of an individual policy: Once the insurer processes and approves the conversion application, the insurer will issue an individual life insurance policy to you, giving you continued coverage regardless of your employment status.

What are the advantages of converting to an individual plan?

Converting a group policy to an individual policy offers several benefits:

• Continued coverage: Ensures uninterrupted coverage after leaving a group, such as due to job loss or retirement
• Customization: Provides the opportunity to tailor the policy to individual needs, potentially offering more suitable coverage options. You can tailor your coverage to suit by selecting from a range of coverage levels, optional benefits, and deductible options
• Independence: Removes dependence on employer-sponsored coverage, giving individuals more control over their insurance
• Portability: Allows individuals to maintain coverage regardless of changes in employment or group affiliations
• Long-term stability: Provides the potential for stable coverage over the long term, even if switching jobs frequently or during career transitions
• Underwriting flexibility: Depending on the insurer, underwriting for individual policies may consider individual health factors, potentially resulting in more favourable terms
• Additional benefits: Some individual policies may offer additional benefits or riders not available through group coverage, such as enhanced coverage for specific medical conditions or higher benefit amounts

What benefits will you get after converting to an individual policy?

If you opt for a basic health plan after converting to an individual policy, insurance providers calculate premiums based on factors like age, and lifestyle, and offer the following benefits:

• Vision care
• Registered therapists and health practitioners
• Hospital accommodation
• Hospital daily cash benefit
• Local ambulance
• Private duty care nursing
• Out-of-province, in-Canada travel
• Medical services and supplies
• Accidental dental
• Survivor benefit

If you opt for additional dental coverage, you may get the following benefits:

• Diagnostic expenses (oral examinations, x-rays)
• Preventive treatments (polishing, fluoride treatments)
• Restorative treatments (fillings)
• Periodontal cleaning (scaling and root planing)
• Prosthodontic services (repairs & minor services only)
• Oral surgery (routine extractions)

Depending on your policy terms, 50-80% of your expenses would be covered under your conversion plan.

How are premiums calculated on an individual plan after you convert from a group plan?

Premiums on individual plans post-conversion from a group plan depend on factors like age, health status, chosen coverage amount, type of insurance, policy term, and any riders. Typically, older age, higher coverage amounts, and additional benefits lead to increased premiums. Healthier and younger individuals may qualify for lower premiums. 

Let’s understand the calculation of monthly premiums with an example:

Nyla, a female, aged 55, residing in Ontario, decides to convert her group plan. She plans to convert $50,000 to a non-convertible term life to age 65 policy. This means that Nyla’s insurance coverage will remain in force until she reaches the age of 65, and the policy cannot be converted to another form of insurance. Here’s how her premium will be calculated:

Calculating the annual premium:

• Rate × number of ($1,000) units of insurance = annual premium $12.50 × 50 = $625 (annual premium)

Considering the provincial premium tax rate of 2.00% for Ontario:

• Annual premium before tax: $625
• Annual premium after tax: $625 ÷ (1 – 0.02) = $638.78

Calculating the monthly premium:

• Annual premium $638.78 ÷ 12 months = $53.23 (monthly)

What information do I need to provide to convert my group plan into an individual plan?

To convert your group plan into an individual plan in Canada, you’ll need to provide specific information to your insurance provider. Here’s what you’ll typically need:

• Personal details: Name, address, date of birth, contact information
• Group plan information: Policy number, coverage dates, benefits to convert
• Health history: Details on pre-existing conditions, and recent medical treatments

What is the difference between porting and converting group benefits?

When it comes to changing group benefits in Canada, it’s helpful to know the difference between porting and converting. Porting means moving benefits to a new plan, usually linked to life events. Converting means switching group benefits to an individual plan, often when leaving a group setting. 

Here’s a comparison table that’ll help you understand the differences between porting and converting group insurance better.

Events when you can avoid conversion to individual insurance

Listed below are a few events when you can choose not to convert a group policy to individual insurance:

• You are young and healthy: If you have no major health concerns, you are likely to qualify for a new individual policy at a much lower premium. Converting a policy, on the other hand, can be a more expensive option
• You are switching to a new job: If your next employer offers comprehensive group insurance, converting your old plan is usually unnecessary. Employer-sponsored plans are often lower-cost options, so paying out-of-pocket for a converted policy can result in higher costs for similar or even reduced benefits
• You only need temporary coverage: If you expect to get new coverage soon through a job change or a spouse’s plan, conversion may not be worth the cost. In such cases, waiting for new benefits to begin can be a more practical and cost-effective solution
• You missed the conversion window: Conversion must be completed within 31 to 60 days of leaving your job, in most cases. If you miss this deadline, the option disappears, and you will need to apply for a new policy with medical underwriting anyway

What factors should I consider when converting a group plan to an individual plan?

Whether or not you should convert to individual insurance depends on your specific needs and circumstances. Here are some factors you should consider:

• Health needs: Assess your current and anticipated health needs and see if an individual insurance plan can meet those requirements. You should also consider existing medical conditions, potential future healthcare needs, and the level of coverage you need
• Finances: Calculate the cost implications of converting to an individual insurance plan compared to maintaining coverage under a group plan. Take into account premiums, deductibles, co-payments, and out-of-pocket expenses and see if the individual plan is more affordable
• Policy options: Compare different policy options available in the individual insurance market to find a plan that aligns with your healthcare needs. You can choose from different options like whole life or term life insurance, mortgage insurance, non-convertible to term life, and convertible to term life, etc
• Long-term planning: Consider your long-term healthcare needs and financial goals when deciding whether to convert to an individual insurance plan
• Consultation: Seek advice from our licensed insurance professionals to know more about converting to an individual insurance plan

Should I convert group life insurance to an individual plan?

Converting group life insurance to an individual policy is a personal decision that depends on your needs and circumstances. Individual policies offer flexibility and portability, ensuring coverage continuity beyond employment changes.

How long do I have to convert a group policy to an individual policy?

Typically, conversion options are available within a specified window after leaving the group, ranging from 31 days to 60 days. It’s crucial to act promptly within this timeframe to avoid losing coverage options.

Do I need to restart my coverage plan after changing the group policy?

Converting from a group policy to an individual policy does not require restarting coverage. Instead, it ensures seamless transition and continued coverage outside of employment.

Which is better: converting or buying a new policy?

Conversion is better if you have pre-existing conditions or may not qualify for a new policy, since it doesn’t require medical underwriting. However, if you are young and healthy, buying a new individual policy is usually the better option because a new policy is more affordable.

The cost of group health insurance in Canada typically ranges between $80 and $350 per employee per month in 2026, depending on the size of your business, coverage level, and employee demographics. For small businesses, premiums tend to be higher per employee, while larger organizations benefit from lower rates due to risk pooling.

In this guide, we break down key cost factors, monthly averages by business size, and proven ways to optimize your plan without overspending.

What does group health insurance typically cover?

Group plans are often offered in different packages that are priced differently, with some that cover more benefits than others. Most insurers categorize group health insurance plans in three ways: basic, advanced, and premium.

To help you understand what each plan actually includes, here’s a detailed comparison of coverage across different plan types: 

*Representative illustration of what a small business health insurance plan looks like. Actual costs will vary.

What factors influence group health insurance costs in Canada?

Group health insurance costs in Canada are largely impacted by these factors:

1. Group size and health
2. Employee’s age and gender
3. Claim history
4. Occupation type
5. Plan selection
6. Group composition
7. Coverage levels
8. Use of the group plan

Group size and health: The size of an employee pool influences premiums, with larger groups often enjoying lower costs, meaning group health benefits for small businesses come with higher premiums compared to larger companies. However, pre-existing conditions within the group can make these expenses vary. For example, a company with 200 employees might pay lower premiums per employee compared to a small business with only 20 employees.

Employees’ age and gender: Group health insurance premiums often take into account the age and gender distribution of employees. For instance, the premium for employees over the age of 50 will be higher than for younger employees because they have a higher risk of illness.

Claim history: If an organization has a higher number of group health insurance claims in the past, its premium will be higher upon plan renewal.This is because a higher number of claims increases the risk an insurer takes when offering a group health plan.

Occupation type: Office-based occupations generally incur lower premiums because the risk of falling sick or of an accident is far lower than in hazardous sectors like construction.

Plan selection: Depending on how comprehensive the plan is and the benefits it offers significantly impacts the cost of group health insurance.

Group composition: Employers may offer tiered benefit plans that provide different levels of coverage based on seniority or job level. Executives or senior management may have access to premium plans with enhanced benefits, while junior staff members may be enrolled in standard plans with basic coverage.

Coverage levels: Group insurance rates are influenced by the coverage levels chosen, including copayments, deductibles, maximum coverage limits, and the number of insured individuals. Plans with lower co-pays and deductibles or higher coverage limits typically result in higher premiums.

Use of the group plan: The claims experience, or how frequently and extensively the plan is used by members, also affects costs. Higher utilization rates and frequent claims can drive up the overall cost of the group health plan.

Average group health insurance costs in 2026

The cost of a group health plan varies depending on the type of package an employer purchases, with options such as basic, advanced, and premium offering different levels of coverage.

Cost breakdown by plan type:

*Illustrative pricing for a small business with 20 employees. Actual costs will vary.

Cost breakdown by coverage:

Who pays for a group health plan in Canada?

Different organizations have different rules when it comes to paying group health insurance premiums. Generally, there are three ways in which the premiums for group health insurance are paid. These are:

• Employer-sponsored plans: The employer pays the entire cost of the group health benefits plan, and the employee is not expected to contribute
• Cost sharing with employees: An employer and their employees split the premium costs at a predefined rate. Commonly used splits are 50 percent each or 70 percent by the employer and 30 percent by the employee. These arrangements can differ depending on the specific plan and the agreements between the employer and its employees
• Employee add-on costs: If employees want to add dependents or get an advanced plan with additional benefits, they have the option to pay the extra premium

Depending on organizational budgets, goals, and employee requirements, employers can choose to pay for or split the cost of group health insurance premiums; the choice truly lies with the employer.

For instance, a startup may opt for a cost-sharing arrangement, with the employer covering 70% of the premiums to make it more affordable, while still providing valuable benefits to employees. Alternatively, a larger corporation may choose to pay for a comprehensive group health insurance plan without any contribution from the employees.

In Canada, group health insurance is no longer just about health care; it has become a key driver for employee retention. According to Employee Benefits Statistics in Canada, around 99% of Canadian employers now provide supplementary health care coverage to salaried employees.

This reflects how essential these plans have become in helping businesses stay competitive and support employee well-being beyond what the public health care system covers. Whether you are an employer who is looking to offer group health insurance to your employees in Canada or someone who is simply curious about how an employee benefits plan works in Canada, this blog is for you. Read on to learn more!

What is group health insurance? 

Group health insurance, also known as a group plan or employer-sponsored coverage, is a type of health insurance that an employer purchases and offers to its employees and their dependents. This group of people is accordingly covered under a single policy, offering benefits such as:

• Dental and vision care
• Hospitalization
• Prescription drugs
• Chronic disease coverage
• Other healthcare services

Employers or organizations usually negotiate the terms of the insurance policy and may subsidize part or all of the premium costs for their employees or members. Group health insurance is typically offered to all full-time or part-time workers as part of an employee benefits program.

How does group health insurance work in Canada?

The employer is the primary policyholder of a group health plan which covers all or some of the employees in an organization. Most insurers require a minimum participation rate of approximately 75% to 100% of eligible employees, depending on the size of the group and plan design.

Group health insurance policies in Canada typically work in the following way:

• Employer chooses a plan: Employers select a plan to offer their employees and negotiate terms with an insurance provider. Plans can include core benefits like health, dental, vision, and prescription drugs, along with optional coverage such as life insurance, disability insurance, and employee assistance programs
• Employee enrolment: Employees can choose to enrol in or decline a group medical insurance plan during the specified annual enrolment period. They have the option to choose from a few plan options and coverage levels. To mitigate risk across a larger group and prevent adverse selection, most insurers require minimum participation
• Premium payments: Premium costs are usually shared between the employer and employees. Employers pay the insurer directly and deduct the employee’s share from payroll
• Coverage for dependants: Employees can extend coverage to eligible dependants, such as spouses and children, typically at an additional cost
• Using the benefits: Once enrolled, employees can access covered services as needed. To reduce the drug costs, many insurance companies, including Manulife, Desjardins, Canada Life, and a few others, directly settle the drug expenses
• Annual renewal: Plans are reviewed and renewed each year. Premiums may be adjusted based on factors like claims experience, group size, and overall usage
• Plan administration: Employers may manage the plan internally or work with insurers or third-party administrators to handle claims processing, support, and ongoing plan management

Employee enrollment process for group health insurance

To ensure a smooth administration of group health coverage, employers should follow the steps mentioned below:

• Inform the employees about the available health plans, coverage options, and enrollment period
• Employees should select their plan and if they want to add dependents, if applicable
• Employees will have to fill out a form with the designated coverage options as well as their personal information
• Employees will submit the forms to the employer or HR department within the pre-discussed timeframe
• Once the enrollment procedure and verification are complete, employees will receive confirmation and health insurance cards

Employee eligibility criteria for group health insurance in Canada

• Employment status: Employees must be actively employed, either full-time or part-time, by the organization offering the group plan. Depending on the plan’s requirements, temporary, contractual, or seasonal workers may also be eligible
• Minimum hours worked: Employees typically need to work a minimum number of hours per week, often 20-30 hours, to qualify for the group plan. Some plans may have different minimum-hour requirements
• Residency requirements: Employees generally need to be Canadian residents eligible for provincial health coverage. Individuals with valid work permits may also qualify under many plans. Please note that citizenship or permanent residency is not always required; eligibility is typically tied to provincial healthcare coverage
• Age limits: Group plans typically cover employees up to the age of 65 or 70. Dependent coverage may be available for spouses and children up to a certain age, often 19-25 years old
• Pre-existing conditions: Group plans mostly include coverage for pre-existing medical conditions. However, there can be limits on the coverage
• Minimum group size: Employers must have a minimum number of eligible employees, often 2-10, to qualify for a group medical insurance plan

How much do group health plans cost?

The cost of a group health plan varies depending on the type of package an employer purchases, with options such as basic, advanced, and premium offering different levels of coverage. Each package offers different coverage, and depending on who is covered, the premiums can vary. For small businesses, a benefits plan can cost about 5-15 percent of the total payroll on an annual basis.

In the following table, we have included representative average premium costs for a group health insurance plan based on who is covered, the plan type, and coverage options: 

How is group health insurance different from individual plans?

While group health insurance is purchased by an employer and covers the employees of an organization, an individual health insurance plan, as the name suggests, is purchased independently by an individual for their own needs. Individual health insurance plans, also known as personal health insurance or private medical insurance, vary based on the individual’s age, medical history, and lifestyle (whether they’re smokers etc.). The table below outlines the differences between group health insurance and individual health insurance:

Benefits of group plans for employers

Offering group health benefits is an effective way to promote employee well-being and morale. It also:

• Helps organizations attract and retain talent 
• Can be written off as a business expense, hence saving tax for the organization
• Encourages employees to seek preventive care, promoting a healthier and more productive workforce
• Depending on the location of the organization, offering health insurance coverage to employees may be required by law. Providing group health insurance ensures compliance with applicable regulations

Group health benefits for employees

With a group health insurance plan in Canada, employees also get:

• Access to a wider range of medical services like dental care, vision care, prescription medication, emergency travel, life insurance, etc.that are not covered under provincial plans
• Lower premiums as compared to other individual plans
• The option to add family members and current and future dependants to their policy
• Coverage for pre-existing medical conditions
• Incentives for preventive care and wellness programs, motivating employees to adopt healthier lifestyles 

What do employee benefits cover?

Group health policies and employee benefits, although distinct, are often used interchangeably. A group health insurance plan is part of an employee benefits package, offered by employers to their employees. While group health insurance is a significant component of employee benefits, it is not the only one. Other common employee benefits may include life insurance, disability insurance, paid time off (such as vacation days and sick leave), wellness programs, and more.

Depending on the plan an employer chooses, group employee benefits typically include a variety of health and other non-medical benefits.

Pros and cons of employee health insurance

Employee benefits plans, also known as group benefits or employer-sponsored plans, are offered by an organization to its full-time or part-time workers. Not all group health insurance plans in Canada work the same way. Some offer comprehensive, fixed coverage through traditional insurance, while others provide flexible, employer-funded spending accounts. Choosing the right type of plan can directly impact your goals.

In this blog, we’ve explained the different types of group insurance plans that are available. If you’re an employer, looking to attract and retain talent, or an employee who wants to understand group health coverage, this blog is for you!

What are the different types of group health insurance plans in Canada?

There are three types of group health insurance plans in Canada: Traditional group health insurance plans, Health Spending Accounts (HSAs), and hybrid plans.

Traditional group health insurance plans

In Canada, traditional group health insurance plans are provided by employers to their employees. These plans cover various health-related expenses that may cause financial strain for individuals or their families. The main types of coverage offered under traditional group health insurance plans in Canada include:

1. Extended Health Care (EHC) plans

EHC plans are the most common form of group health insurance plan that employers provide to their team members as an additional perk for their efforts. Most EHC plans cover a comprehensive range of healthcare facilities, such as vision care, physiotherapy, chiropractor visits, prescription drugs, and more.

2. Dental insurance plans

Apart from EHCs, many group health insurance plans also offer dental insurance benefits that protect the individual as well as their dependents from any unforeseen expenses.

Dental plans cover a range of dental care services, including routine check-ups, cleanings, X-rays, fillings, extractions, and more extensive procedures like crowns and orthodontics.

3. Disability insurance

Another form of group health insurance is disability insurance, which may be offered to employees, including both short-term and long-term coverage. Disability insurance protects an individual when their health problem prevents them from working a job and earning a steady income for their family.

Individuals with disability insurance will receive periodic payouts that will help them easily cover basic day-to-day expenses such as groceries, mortgages, children’s education, etc.

4. Employee Assistance Programs (EAPs)

EAPs help with individuals’ overall well-being and can be added as a lucrative perk to a group health insurance plan. They offer support services such as mental health counselling, legal advice, and financial planning for employees dealing with personal issues that might affect their performance at work.

5. Life insurance

This provides a lump-sum death benefit to beneficiaries if the insured employee dies. You can opt for basic life insurance or get dependant life insurance coverage and accidental death and dismemberment.

Find out more about how group health insurance can help small businesses in Canada

Health Spending Accounts (HSAs)

HSAs are unique health accounts that provide a mutually beneficial way for employers as well as employees to work with health insurance. Otherwise known as Health Care Spending Account (HCSA), HSA is more of an out-of-the-pocket payment that the employer bears for their employees.

Employer contributions to an HCSA/PHSP are generally deductible business expenses; employees receive a non‑taxable benefit. Most HSAs have a set amount of annual coverage for each employee and their dependents. Moreover, HSAs do not involve premiums or risk pooling. Instead, employers reimburse employees for eligible expenses up to a fixed annual limit, giving employers full cost control.

Hybrid plans

Hybrid plans combine traditional insurance coverage with an HSA, offering both stability and flexibility. This approach is increasingly popular among growing businesses that want to offer comprehensive group health coverage at affordable costs. These plans typically provide coverage for core benefits like life insurance, disability insurance, emergency travel medical insurance, dental insurance, and more.

The contribution towards the Health Spending Account (HSA) is predetermined by the employer. The HSA lets employers customize the plan and control costs.

Pros and cons of types of group health insurance plans

Group health insurance vs individual health insurance

The main difference between a group health plan and an individual health plan is reflected in their respective names; the former covers a “group” of employees in an organization while the latter is purchased by an individual for personal health coverage.

How can you access group benefits in Canada?

In Canada, you can access group health benefits in three ways: through employer-sponsored plans, through professional associations, and through government-sponsored benefits.

Employer-sponsored benefits

Employer-sponsored benefits are offered by an employer to the employees of an organization, forming a key part of an organization’s compensation package. Employers work with licensed experts, such as those at PolicyAdvisor or with the insurance companies directly, to obtain a group health plan that is tailored to meet the needs of the employee pool at the organization.

Employer-sponsored benefits are typically part of an employee’s compensation package and are offered as a perk. This means that the employer pays most or all of the premiums for the group health benefits being offered to their employees. Since these benefits are offered to a group of people, the premiums are lower compared to individual plans since the insurer’s risk is distributed amongst the pool of employees. 

In some cases, the cost might be split between the employer and employees, especially if the latter chooses to add family members to their group health benefits plan. 

Key features of employer-sponsored plans

• Some of the key features of employer-sponsored group benefits plans are:
• They can be paid for largely or in entirety by an employer
• Smaller organizations usually need 100% participation while larger ones will need 70%
• Employees can add family members to their group benefits for an additional cost 
• Employer-sponsored plans are typically not portable and only last for the term of employment
• Employer-sponsored plans have limited customization
• Some organizations might exclude part-time workers or employees on unpaid leave from these plans

Learn more about how group health insurance works

Why employees need to understand their work insurance policy

Employers across Canada are moving beyond traditional health and dental coverage to offer more flexible, personalized, and holistic benefits that better reflect the evolving needs of today’s workforce. Rising healthcare costs, shifting employee expectations, and increased competition for talent are driving organizations to rethink how they design and deliver group benefits.

In this blog, we explore why employee benefits matter in Canada, highlight the key trends shaping modern group insurance, and outline how small businesses can adapt by offering wellness-focused, cost-effective benefits plans that attract and retain top talent.

What are employee benefits in Canada?

Employee benefits in Canada are non-cash compensation provided by employers to enhance employee well-being, job satisfaction, and financial security. These benefits go beyond base salary and may include health coverage, retirement savings plans, paid leave, and employee wellness programs.

Offering a competitive employee benefits package helps Canadian employers attract and retain top talent, reduce absenteeism, and improve overall workforce productivity.

Top 7 employee benefits trends in Canada

Employee benefits in Canada are evolving beyond traditional health and dental coverage. Here are the key trends shaping group benefits plans across Canada

1. Flexible benefits are becoming the standard

Employers are shifting away from one-size-fits-all plans by offering flexible group benefits that reflect individual employee needs, health status, family structures, and work styles. Most insurers now offer employers the flexibility to customize their plans and pair the basic coverage with health and wellness spending accounts. The flexibility lets both employees and employers take advantage of a group insurance plan in the most effective way.

2. Mental health support has now become an essential need

Mental health coverage has shifted from a supplementary feature to a core component of most group benefits plans in Canada. To encourage the mental well-being of employees, employers are now expanding access to therapy, counselling services, employee assistance programs (EAPs), and virtual care platforms. 

Companies are introducing paid mental health days, stress reset leaves, mindfulness training, and mental health coaching to prevent burnout among their workforce. This reflects a broader recognition that employee well-being directly impacts productivity, engagement, and retention.

3. Focus on preventive care

Employers are placing greater emphasis on preventing health issues rather than just treating them. This includes routine health screenings, chronic disease management programs, and wellness and lifestyle initiatives. On-site or digital biometric tests (cholesterol, glucose, blood pressure) and health risk assessments help employees understand their baseline health.

4. Inclusive and sustainable benefit offerings are now expanding

As workplaces become more diverse, benefits plans are evolving to reflect a wider range of employee needs. Employers are introducing more inclusive coverage, such as fertility and family-building benefits, gender-affirming care, and expanded mental health support for diverse communities. Adapting to these trends helps organizations support equity in the workplace and improve employee belonging.

5. Technology is transforming the benefits experience

Digital transformation is reshaping how employees access and use their benefits. Employers are adopting AI-powered claims processing, mobile apps for benefits management, and virtual health care and telemedicine services. This shift is improving the overall experience for both employees and employers.

6. Financial wellness benefits

With rising living costs and economic uncertainty, financial stress has become a major concern for employees. In response, employers are expanding support through financial planning resources, debt management tools, and retirement and savings programs. This reflects a broader shift toward holistic well-being, where financial health is treated as equally important as physical and mental health.

7. AI-driven digital-first benefits administration

AI is transforming benefits by automating enrolment decisions, flagging usage trends, and accelerating claim approvals. Smart platforms driven by AI recommend plan options based on life stage, family status, or claim history.

Why do Canadian employers provide group benefits to employees?

Employers in Canada offer group benefits to attract skilled talent, support employee well-being, and stay competitive in the job market. Group insurance plans help reduce absenteeism, increase productivity, and strengthen employee loyalty.

• Attract top talent: Group benefits enhance the overall compensation package and help employers appeal to skilled professionals in a competitive Canadian job market
• Retain employees: A well-structured benefits plan increases employee satisfaction and reduces turnover by demonstrating long-term commitment to their well-being
• Support employee health: Access to extended health, dental, and mental health services helps employees manage their health proactively and reduces workplace disruption
• Lower absenteeism: Preventive care and early intervention reduce the frequency of sick days and the financial impact of long-term disability claims
• Improve productivity: Healthier, less-stressed employees are more focused, engaged, and efficient in their roles, directly impacting overall business performance
• Encourage financial wellness: Retirement and savings plans reduce financial stress and help employees plan for the future with greater confidence and stability
• Strengthen employer branding: Offering comprehensive group benefits signals that the company values its people and is committed to creating a supportive workplace culture

How do inclusive group benefits improve workplace culture in Canada?

Inclusive group benefits are a powerful tool for building a healthier, more equitable workplace culture in Canada. These employee benefits can help create a culturally diverse team by encouraging a stigma-free work culture. It will help in cultivating peer respect among colleagues and appreciating a diverse workforce.

• Promoting a culture of belonging: Employees who see their needs reflected in group benefits, like gender-affirming care or fertility support, feel valued, which boosts morale and fosters long-term commitment
• Creating space for open, stigma-free dialogue: Inclusive coverage encourages open conversations around mental health, family planning, and identity, reducing silence and shame in the workplace
• Embedding equity into organizational values: When underrepresented needs, such as menopause or mental health day-offs, are covered, it shows the company values fairness, which builds trust across diverse teams
• Normalizing different life experiences: Recognizing varied family structures, religious holidays, or transition-related leaves helps employees feel safe being themselves at work, reducing social friction
• Cultivating team empathy and peer respect: Exposure to diverse benefits options sparks awareness among coworkers, encouraging more empathetic, inclusive interactions within and across teams
• Strengthening retention through authentic inclusion: Employees are more likely to stay in workplaces where benefits match their lived realities, reinforcing a culture of loyalty, support, and inclusion

How can employers create the best wellness-focused group health insurance plan in Canada?

To build a successful wellness-focused group health insurance plan in Canada, employers must go beyond basic coverage. By combining employee insights with modern tools and strategic plan design, organizations can create cost-effective benefits that support physical, mental, and financial well-being.

• Using employee feedback to guide plan design: Conducting regular employee surveys helps identify specific health, mental wellness, and financial concerns so employers can offer benefits people actually use
• Choosing insurers with built-in wellness features: Employers can enhance their group health insurance by partnering with providers that offer mental health support, wellness coaching, and financial wellness programs
• Applying AI and data analytics for smarter benefits: Using digital platforms and analytics tools helps employers track benefits engagement, reduce costs, and personalize coverage based on real-time employee needs
• Prioritizing preventive care: Employers should design plans that encourage regular health check-ups, screenings, and chronic disease management programs. Preventive care helps reduce long-term claims costs while improving overall employee health and productivity

How to get the best employee benefits quotes in Canada?

Getting the best employee benefits quotes in Canada starts with understanding your business needs and comparing plans from multiple insurers. Whether you’re a growing startup or an established company, finding affordable group benefits that offer real value can be challenging without expert guidance. That’s where PolicyAdvisor comes in!

Our trusted, licensed advisors work closely with you to compare quotes from over 30 of Canada’s top group insurance providers. This ensures that you find the most cost-effective solution for your small business, even if you have as few as two employees. We help tailor your employee benefits plan to match your budget and coverage goals, enabling you to secure the most affordable group benefits quotes. 

Our advisors continue to support you after the purchase through our dedicated after-sales service. Schedule a call with us today to find the best employee benefits plan for your workforce!

Whether you are a solo entrepreneur, small business owner, or managing a large company in Canada, having group insurance is a crucial part of an employee benefits package. A group insurance plan offers comprehensive healthcare options and helps you attract and retain employees. 

However, understanding group insurance can be confusing, as the coverage, costs, and plans can change depending on the size of the business. 

In this guide, we’ll help you understand group insurance options based on employee count, from solo businesses to large enterprises with over 50 employees.

Minimum requirements to qualify for group health insurance in Canada

To qualify for group health insurance in Canada, businesses must meet a few standard criteria set by insurers. Here is a list of these criteria, which may, however, vary:

• At least 2 eligible employees
• Employees must be actively working, typically a minimum of 20–30 hours per week
• Minimum participation rate set by the insurer
• Employees must be residents of Canada with valid provincial health coverage
• The business should demonstrate financial stability and ongoing operations

Group insurance for solo and micro-businesses (less than 2 employees)

Group health insurance for small businesses is designed to be simple, cost-effective, and easy to set up, making it a practical option for startups and teams with a limited number of employees.

With smaller groups, insurers typically offer pre-packaged or standardized plans. Since the risk is spread across a smaller pool of employees, premiums are usually higher per employee compared to larger organizations.

Some other challenges that small businesses can face include limited bargaining power, limited plan options, challenges of plan customization, and the burden of compliance.

Best for businesses looking for:

• Attracting and retaining talent
• Offering essential health coverage
• Providing affordable group benefits

Alternative health insurance solutions for micro-businesses

Despite the above-mentioned challenges, micro-businesses or solo-entrepreneurs still have several options, like Health spending accounts (HSAs),  Individual health and dental plans, Wellness spending accounts (WSA), to get health benefits for themselves or their employees. 

Health Spending Accounts (HSA)

Health Spending Accounts are a great alternative to getting health benefits for self-employed or micro-businesses. These accounts allow you to set aside an amount to spend on eligible health and dental expenses.

Health Spending Accounts also offer tax benefits to Canadian employees, as these expenses are tax-free. These accounts allow you to set aside an amount to spend on eligible health and dental expenses and can be set up for solo-entrepreneurs as part of a group insurance plan or as a standalone plan.

Individual health and dental plans

Micro-businesses or self-employed individuals can also get individual health and dental insurance plans. These plans offer you financial protection to manage unforeseen health expenses without minimum employee eligibility requirements.

You can also bundle these plans with benefits like vision care, prescription drugs, or emergency medical travel coverage

Wellness Spending Accounts (WSA)

WSAs are employer-funded accounts designed to support your personal well-being and health-related expenses. You can allocate funds in this account and use them when needed. Micro-businesses with fewer than 3 employees can use this option to offer health coverage to their employees.

When to consider transitioning to a group insurance plan?

Till the time you are solo, having the above-mentioned healthcare coverage is a great option. However, as soon as you grow and hire your second or third employee, you become eligible for a group health insurance plan for your business. A group benefit plan offers broader coverage at a lower premium as compared to individual health plans. 

Group insurance for small businesses (2–10 employees)

As businesses grow and the employee strength increases, group health insurance plans become more flexible, scalable, and cost-efficient. At this stage, businesses can move beyond the basic coverage and choose different levels of health, dental, and vision coverage, and customize them according to their needs and budget.

Best for businesses that:

• Want to offer more comprehensive coverage
• Need flexibility to support a diverse workforce

Coverage options under group benefits for 2-10 employees

Group insurance for small businesses in Canada typically offers health and dental coverage, life and accidental death coverage, disability insurance, and HSAs.

• Health and dental coverage: Health and dental plans offer coverage for prescription medicines, dental procedures, paramedical services, and vision care
• Life and accidental death cover: Group medical insurance plans also provide life insurance and accidental death insurance for employees and their families. These plans provide additional coverage if the employee dies or sustains injury from an accident 
• Disability insurance: Most insurers also offer both short-term and long-term disability insurance under an employee benefits package. This type of group health insurance plan replaces income for employees who are unable to work due to any illness or injury
• Health Care Spending Accounts: HSAs are another great addition to employee benefits packages. These accounts allow employers to set a fixed amount per employee, which employees can spend on health-related expenses

Cost considerations for small business group insurance

Cost considerations play a huge role in group benefits for 2-10 employees. A detailed budget consideration is crucial before choosing group health insurance for small businesses. The cost will depend on factors like employee demographics, insurer claims history, and plan type.

Typical costs for group benefits for small businesses vary between:

• $80-$200/month/employee for a very basic plan
• $100-$250/month/employee for a more enhanced plan
• $150-$350/month/employee for comprehensive coverage

These are indicative costs only, and they will change based on the coverage and plan details.

Ensure that you do a thorough assessment beforehand. To help you with this, our licensed advisors at PolicyAdvisor will help compare group health plans from 30+ insurers and help you choose a plan that suits your cost requirements.

How can small businesses customize group insurance plans?

Small businesses can control costs while providing broader health coverage by customizing their group health plans. This not only satisfies the employees but also offers tax savings for the business. 

Small businesses can customize their group medical insurance benefits by choosing only the benefits their employees need, such as dental, vision, or mental health support, and avoiding any unnecessary expenses.

Group insurance for growing businesses (10-30 employees)

As your business grows to 10-30 employees, you can start giving a more comprehensive employee benefit package to your team. 

With mid-size group health plans, you can offer vision care, paramedical services, critical illness coverage, and employee assistance programs to your employees.

Best for businesses that: 

• Are actively hiring and need competitive benefits
• Want some flexibility

Coverage options under group benefits for 10-30 employees

• Health and wellness group benefits: Growing businesses can offer enhanced benefits under their group health insurance plans. These include vision care, paramedical services, employee wellness benefits, prescription drugs, disability insurance, and comprehensive dental plans
• Critical illness coverage: Under group insurance for 10-30 employees, businesses can also add specialized coverage like critical illness insurance. These plans provide a one-time payment to employees upon diagnosis of a covered critical illness
• Employee Assistance Programs: EAPs provide counselling and support services that help employees manage personal and work–related issues. Growing businesses can include this program under their employee benefit packages to support their team’s mental health and well-being 

How to customize group employee benefits for a growing business?

With group insurance for 10-30 employees, you get more flexibility to customize your employee benefits plan. You can add optional benefits and implement cost-sharing options between the employer and employees. 

Optional benefits like tiered coverage, accidental death and dismemberment insurance, short-term disability, long-term disability, ESAs, and HSAs can help customize employee benefits plans. 

Cost management and employee retention strategies for growing businesses

For businesses with 10-30 employees, managing costs becomes necessary. Apart from strategic cost management, growing businesses should also adopt strategies like RRSP, TFSA, DPSP, and digital tools to retain employees.

• Balancing cost control with competitive benefits: Cost management for group insurance for growing businesses can be done by choosing flexible coverage options, implementing co-payment and deductible options, and including health and wellness accounts
• Integration of savings plans: Integrating a group retirement savings option can also be an attractive addition to an employee benefits plan. These include:
  • Group Registered Retirement Savings Plans (RRSPs)
  • Tax-Free Savings Accounts (TFSAs)
  • Deferred Profit Sharing Plans (DPSPs)

Canada Life’s small business benefits for employees stand out as a strategic investment in workforce well-being. With a track record of supporting over 27,000 employers, the company also provides a straightforward process for setting up coverage.

Canada Life’s Freedom at Work and Selectpac plans for small businesses are an effective way to attract and retain top talent. These plans typically provide coverage for dental and vision care, disability, paramedical services, life insurance, and more. This guide provides detailed insights into what Canada Life group insurance covers, its features, reasons to choose it, and the cost.

Canada Life group benefits at a glance

Here is a quick glance at Canada Life’s small business benefits for employees:

Who is eligible for Canada Life’s group benefits plan?

To be eligible for Canada Life’s group benefits plan, here are the criteria that the employer and employee must meet:

For employer:

• Have at least two employees
• Contribute a minimum of 25% toward plan costs
• Maintain financial stability
• Have low employee turnover
• Employ a limited number of workers in high-risk occupations

For employee:

• Full-time employees must work a minimum of 24 hours per week
• Seasonal workers must work at least 9 out of 12 months

What is the cost of group insurance from Canada Life?

Canada Life’s group benefits will depend on the type of coverage you include. Here’s a sample illustration for a single employee in Ontario:

Cost of group insurance from Canada Life:

What we like about Canada Life’s employee benefits for small businesses plan?

Canada Life offers a wide range of personalized services and digital tools that enhance employee well-being. Let’s look at why we recommend their small business employee benefits from Canada Life:

• DrugSolutions program: Balances health needs with cost-effective drug options, including support for specialty medications
• Disability management: Short- and long-term disability programs for proactive intervention and smooth return-to-work support
• Digital health tools: Access to Health Connected for wellness resources and Workplace Strategies for Mental Health
• Personalized service: Dedicated account managers and online tools help manage group benefits, claims, and billing
• PlanDirect: This is a retiree benefit plan that provides access even after you retire

How does Canada Life’s Freedom at Work program benefit small businesses?

Canada Life’s Freedom at Work program helps small businesses by offering affordable benefits and savings plans tailored to their size and budget. These plans, which typically cost 1-5% of payroll, allow businesses to attract and retain talent. 

Options include health benefits like prescription drugs, dental care, and disability coverage, along with savings options such as Registered Retirement Savings Plan (RRSPs) and Tax-Free Savings Account (TFSA). The program is flexible, providing solutions for companies with up to 75 employees.

What are Canada Life’s Consult+ virtual healthcare services?

Consult+ enables plan members to connect with healthcare professionals through a secure mobile app or website, available 24/7 in English and French. This service is available to plan members and their dependents, provided they have health coverage through their Canada Life benefits plan.

Key features
Members can use Consult+ for various services, including:

• Consultations: Speak with healthcare professionals about non-urgent conditions that do not require a physical exam, such as common infections or minor injuries
• Prescriptions: Obtain prescriptions or refills for most medications, which are sent electronically to the member’s pharmacy (delivery charges may apply)
• Referrals: Receive referrals for lab work when medically indicated
• Mental health support: Access self-led therapy for mild to moderate depression and anxiety, as well as find specialists like psychologists, dietitians, and work and life coaches
• Account history: View account history, including chats, prescriptions, referrals, and care plans

Access to healthcare professionals
Through a partnership with Dialogue, Consult+ offers virtual access to a qualified medical team, including:

• Doctors
• Nurses (nurse clinicians, practitioners, etc.)
• Care coordinators
• Psychologists
• Dietitians
• Work and life coaches

Privacy and confidentiality: All information shared through Consult+ is kept private, accessible only to the participating healthcare professionals, similar to visiting a family doctor.

Self-led therapy: Internet-based cognitive behavioral therapy (CBT), is available for individuals with mild to moderate symptoms of depression and anxiety. After completing a health questionnaire, members receive suggestions for modules they can complete at their own pace, providing a convenient and timely way to access support.

Additional services: Members have the option to add an Employee Assistance Program (EAP) and mental health services (MHS) to their plan for an additional cost. Dependents aged 14 and older can also register for their own Consult+ accounts.

How to get the best employee benefits rates from Canada Life?

To get the best employee rates from Canada Life, it is best to speak to one of our licensed insurance advisors who can help you navigate the options available and build a plan that fits your budget and meets the unique needs of your employees​.

Desjardins offers the PerformPlus employee benefits plan, specifically designed for small businesses with 3 to 49 employees. This plan offers flexible coverage options with a focus on cost control and employee well-being. 

In this article, we will take you through the key features of Desjardins employee benefits for small businesses plan, the different benefits offered, the cost of offering these benefits, and more.

Desjardins group benefits at a glance

Here’s a quick glance at Desjardins small business benefits package:

What does Desjardins’ Employee Benefits for Small Businesses plan cover?

Desjardins’ PerformPlus employee benefits for small businesses plan covers expenses for health and dental care, vision care, prescription drugs, and travel. 

Who is eligible for Desjardins’ Employee Benefits for Small Businesses?

Companies with 3 to 49 employees are eligible to enroll in Desjardins’ PerformPlus employee benefits plan. 

• Permanent employees in a small business are eligible if they work a minimum of 10 hours per week
• Temporary employees qualify if they have a fixed contract of 35 hours per week or have completed one year of service

What is the cost of employee benefits for small businesses from Desjardins?

The cost of employee benefits for small businesses from Desjardins typically ranges between $420 and $580 per month per employee. However, this varies based on the level of coverage. employee age and demographics, and the types of benefits included.

Blue Cross offers a comprehensive employee benefits plan for small businesses with a minimum of 2 employees. As a trusted leader in health insurance, Blue Cross understands the unique challenges faced by small businesses and offers flexible, affordable plans that cater to diverse employee needs.

With options like customizable health coverage, virtual care access, and wellness programs, Blue Cross empowers employers to create a supportive work environment that attracts and retains top talent. In this article, we will explore the key features of Blue Cross employee benefits for small businesses, showcasing how these offerings can contribute to a healthier workplace and a more engaged workforce.

Blue Cross group benefits at a glance

Blue Cross’s Employee Benefits for Small Businesses plan targets companies with 2–10 employees that have been active for at least six months. The plan has three tiers: Entry, Essential, and Enhanced.

Here’s a quick look at Blue Cross’s employee benefits plan:

What does Blue Cross’s Employee Benefits for Small Businesses plan cover?

While the Entry plan is designed for those looking for limited coverage, Essential and Enhanced plans offer broader protection, higher coverage limits, and additional features. The table below outlines a detailed comparison of these plan options to help you understand what each level offers and how they differ in terms of coverage and limits.

Eligibility criteria for Blue Cross employee benefits for small businesses

Below are the eligibility criteria to get Blue Cross employee benefits for small businesses:

What is the cost of employee benefits for small businesses from Blue Cross?

The average annual cost of employee benefits for small businesses with Blue Cross is approximately $155.19 for the Entry plan, $188.05 for the Essential plan, and $205.78 for Enhanced plan, covering a comprehensive package that includes health, dental, and other insurance options.  

A minimum of two employees must be covered for health and dental benefits at all times, with waivers only allowed if the employee is covered by a spouse’s group plan.