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EMPLOYEE FAQs
GROUP BENEFITS
Coverage varies by plan, insurer, and employer. Employees can confirm their coverage by reviewing the Employee Benefits Booklet provided by the insurer or provider, or by contacting them directly for specific eligibility, limits, and claim details. If we are your Group Benefits Consultant, employees should also have access to the Employee Benefits Summary designed to make the plan easier to understand. It highlights the benefits employees typically ask about most, summarizes key coverage information, and provides important links, contact details, and access information in one convenient resource. As a summary resource, the insurer’s booklet and policy remain the governing sources for coverage details. Should you wish to access this resource, please contact your employer directly.
The first step in understanding whether you have enough insurance coverage is knowing what you already have. Group benefit plans provide valuable protection, but they may not address every personal financial risk or obligation. Some individuals therefore maintain personal insurance alongside the coverage available through work. Coverage needs can change over time. Changes in income, employment, family circumstances, dependants, debt, or other financial responsibilities may affect the amount and type of protection you need. Your group benefits coverage may also change when you change jobs, your earnings change, or your employer modifies its plan. Keeping a clear record of both group and personal coverage makes it easier to see what protection is in place and when a review may be appropriate.INSURANCE TRACKERDOWNLOAD A simple tool to help you organize and track your life & living benefits coverage in one place.Once completed, consider keeping: an electronic copy that can be easily updated whenever coverage changes; anda printed copy with your insurance documents so the information is readily available if required. Once your tracker is complete, you can visit our Individual Insurance page to learn more about the services we provide and how we can help review your personal circumstances and existing coverage for potential gaps. Contact us if you would like to discuss your coverage. Disclaimer: This resource is provided for organizational purposes only. It does not constitute insurance, investment, financial, legal, tax, or other professional advice, and no result or outcome is guaranteed. EBC’s downloadable resources are intended to be saved and used on your own device; information you enter into them is not submitted to or stored by EBC. Please verify information and seek appropriate professional advice before making any decisions.
The person, people, or entity (“Beneficiary”) you designate to receive an eligible death benefit under your group benefits plan. You may name more than one Beneficiary and assign a percentage to each, provided the total allocation equals 100%. Beneficiary designations should be reviewed periodically, particularly after major life events. Primary: The Beneficiary first entitled to receive the death benefit. Contingent: The Beneficiary that receives the death benefit if no Primary Beneficiary survives you. This helps avoid delays or complications in directing the proceeds. Minor Beneficiary: A child under the age of majority, but special rules apply to how the proceeds are paid.Trustee: A person appointed to receive and manage the proceeds on behalf of a minor beneficiary. They are not a beneficiary.Entity Beneficiary: A non-individual beneficiary, such as a charity, trust, corporation, institution, or estate.Estate Beneficiary: If designated or no eligible beneficiary remains, the death benefit may be payable to your estate.Revocable Beneficiary: A designation you can generally change without obtaining the beneficiary’s permission.Irrevocable Beneficiary: A designation that generally cannot be changed without the beneficiary’s written consent. Important: Beneficiary designations do not necessarily update automatically after marriage, separation, divorce, or other life changes. Review and update your designation directly with the insurer when circumstances change. Employees can use the insurer’s beneficiary designation form or online portal and should seek appropriate professional advice where needed.
Coordination of benefits applies when you or your eligible dependants are covered under more than one benefits plan. It determines the order in which claims should be submitted so each plan can assess its portion of the eligible expense. The claim is submitted to the primary plan first. Any remaining eligible balance can then be submitted to the secondary plan, together with the first plan’s Explanation of Benefits (EOB). Total reimbursement cannot exceed the eligible expense. If a Health Care Spending Account is available, any remaining eligible balance may be submitted after all insured coverage has been coordinated.COORDINATION OF BENEFITS SEQUENCE: Alberta Government-Sponsored Programs: This chart applies to employees without coverage under Alberta’s Non-Group Coverage or Coverage for Seniors programs. Effective October 1, 2026, employees with either program should submit eligible EHC expenses to all applicable private insurance plans first, then submit any remaining eligible balance to their government program before claiming through their HCSA.
Your claim may not be fully reimbursed for several possible reasons: Eligibility & Timing: Waiting periods, benefit years, or claim submission deadlines may affect payment.Coverage Exclusions: The service, treatment, drug, supply, or procedure may not be covered or may be specifically excluded.Coverage Limits: The plan may only reimburse a percentage, apply a deductible, or limit coverage by frequency.Charge Limits: Fee guides, R&C & dispensing limits, generic pricing, or alternate-benefit provisions may reduce reimbursement.Approval Requirements: Referrals, prior or special authorization, medical necessity, or step therapy may be required.Coordination of Benefits: Another plan may need to pay first, with the remaining eligible balance submitted afterward.Documentation: Missing receipts or information, incorrect details, or insufficient documentation may affect processing.Processing Issues: Duplicate claims, billing errors, or insurer processing errors may require review or resubmission. Start by reviewing the insurer’s Explanation of Benefits (EOB) or the provider's Claim Statement, which should show what was paid and why any portion was declined or reduced. If the reason is unclear, contact the insurer or provider directly - they can explain how the claim was assessed and whether additional information or a resubmission is required. If we are your Group Benefits Consultant and you are having difficulty resolving the issue with the insurer or provider, you are welcome to contact us directly. With your written consent, we can escalate the matter with the insurer or provider and keep you informed. To protect the confidentiality of your personal health information, we recommend contacting us directly. Claim details are handled confidentially and are not shared with your employer as part of our assistance, unless you provide prior written consent.
GROUP RETIREMENT
Group Retirement Plans vary by employer, plan design, and provider. Employees can confirm how their plan works by reviewing the Member Booklet provided by the insurer or provider. It outlines important plan details such as participation, eligibility, contributions, withdrawal rules, default fund, and other plan provisions. If we are your Group Retirement Consultant, employees should also have access to the Plan Overview Summary designed to make the plan easier to understand. It highlights the key features employees need to know, summarizes the plan, and provides important links, contact details, and access information in one convenient resource. As a summary resource, the insurer’s Member Booklet and governing plan documents remain tthe governing sources for plan details. Should you wish to access this resource, please contact your employer directly.
There is no single savings amount that is right for everyone. How much you need to save depends on factors such as your existing savings, other expected sources of retirement income, including CPP and OAS, your desired lifestyle in retirement, your current age, your planned retirement age, expected expenses, and other personal financial circumstances. As a general guideline, retirement income needs are often estimated at approximately 60-80% of current annual income to maintain a similar standard of living, although individual needs can vary significantly. RETIREMENT PLANNING RESOURCES:Government of Canada: www.canada.caCanada Life: www.canadalife.comDesjardins: www.desjardins.comiA Financial Group: www.ia.caManulife: www.manulife.comSun Life: www.sunlife.ca Disclaimer: External links are provided for convenience or informational purposes and do not constitute an endorsement by EBC or insurance, investment, financial, legal, tax, or other professional advice. EBC does not control third-party websites, and your use of those websites is subject to the applicable third party’s own terms, conditions, and privacy practices. Any results generated by calculators or tools are estimates based on the information and assumptions used, and no result or outcome is guaranteed. Please verify information and seek appropriate professional advice before making any decisions.MONTHLY BUDGET TRACKERDOWNLOAD Understanding your current cash flow is an important part of determining how much you may be able to save. Our Monthly Budget Tracker is a simple tool that can help you organize your income and expenses and identify spending patterns or opportunities to increase savings in one place. Once completed, consider: reviewing and updating it regularly as your income or expenses change;using it to identify spending patterns and opportunities to save. Disclaimer: This resource is provided for organizational purposes only. It does not constitute insurance, investment, financial, legal, tax, or other professional advice, and no result or outcome is guaranteed. EBC’s downloadable resources are intended to be saved and used on your own device; information you enter into them is not submitted to or stored by EBC. Please verify information and seek appropriate professional advice before making any decisions.If we are your Group Retirement Consultant, we can provide additional resources and are happy to schedule a one-on-one meeting to offer guidance. Please use your consultant’s direct contact information or Contact us.
There is no single investment option or mix that is right for everyone. Your investment decisions should reflect factors such as your personal risk tolerance, retirement goals, and overall financial circumstances. Your personal investment knowledge, diversification, investment fees, and the level of risk associated with each option are also important considerations. Your Group Retirement Plan insurer or provider will typically offer investment information and decision-making tools to help you understand the options available under your plan. This may include an investment risk questionnaire, fund information, performance history, fees, and pre-built investment options designed around a target retirement date or target risk profile. Investment selections should also be reviewed periodically, particularly as your circumstances, retirement timeline, or risk tolerance change. Past performance should not be relied upon as a guarantee of future results. If we are your Group Retirement Consultant, we can provide additional resources and are happy to schedule a one-on-one meeting to provide guidance. Please use your consultant’s direct contact information or Contact us.
This is a federal program that allows eligible individuals to withdraw funds from their RRSP to help buy or build a qualifying home. Your Group RRSP may permit these withdrawals. Key details are outlined below, as of September 2026. Withdrawing:Maximum $60,000 per eligible individual / $120,000 combined per eligible couple (2026).Funds should be in your RRSP for at least 90 days before withdrawal.Complete T1036 Form. Eligibility:Must be a Canadian resident (between withdrawal and purchase / build period).Must not have owned a home you lived in during the previous 4 years.Must have a written agreement to purchase / build a qualifying home.Must purchase or build the home by October 1 of the year after the year of the first withdrawal.Must intend to use the home as your principal residence within 1 year of purchase / build. Repayment:Must repay the full amount to your RRSP over 15 years.Initial minimum annual repayment is generally 1/15th of the total amount withdrawn. Future minimum repayments may change based on your remaining HBP balance.Repayment begins the 5th year after the year of your first withdrawal made from 2026-2028.For reporting repayments, fill out Schedule 7 and include in your tax return. Repayments are not tax-deductible. If you miss a repayment, the shortfall is added to your taxable income for that year. Re-Qualifying:Must meet all eligibility rules again and have zero balance owing on January 1 of the year you plan to withdraw.Insights: Employee contributions to your Group RRSP receive a tax deduction at source. If you are intending to use these contributions towards repayment of the HBP, consider submitting Form TD1 to your employer to increase tax withheld at source so you avoid a large year-end tax balance owing.
This is a federal program that allows eligible individuals to withdraw funds from their RRSP to finance qualifying education or training for themselves or their spouse or common-law partner. Your Group RRSP may permit these withdrawals. Key details are outlined below, as of September 2026. Withdrawing:$10,000 per year, up to $20,000 total / $40,000 combined per eligible couple (2026).Funds should be in your RRSP for at least 90 days before withdrawal.Complete RC96 Form. Eligibility:Must be a Canadian resident at time of withdrawal.Must be enrolled (or have a written offer to enrol) in a qualifying full-time program at a designated institution.Cannot be used to fund your children's education. Repayment:Must repay the full amount to your RRSP over 10 years.Initial minimum annual repayment is generally 1/10th of the total amount withdrawn. Future minimum repayments may change based on your remaining LLP balance.Repayment begins the 5th year after your first withdrawal (if you remain a qualifying student).If you stop being a qualifying student for 2 consecutive years, repayment begins in the 2nd of those years.For reporting repayments, fill out Schedule 7 and include in your tax return. Repayments are not tax-deductible. If you miss a repayment, the shortfall is added to your taxable income for that year. Re-Qualifying:Must meet all eligibility rules again and have zero balance owing on January 1 of the year you plan to withdraw.
HEALTH & WELLNESS
Spending Accounts are employer-funded accounts that provide employees with a defined amount of money that could be used towards eligible health, wellness, or personal lifestyle expenses. They vary by employer, plan design, and provider. Employees can confirm the amount available, eligible expenses, allocation rules, claim requirements, and other plan provisions by reviewing the information provided by their employer or provider. Depending on the type of account, coverage may include: Health Care Spending Account (HCSA): A CRA-regulated, non-taxable benefit that allows employers to allocate a fixed annual amount for employees to use toward eligible expenses as defined under the Income Tax Act. Common expenses can include prescription drugs and medications, dental care, paramedical services, vision care, medical equipment and supplies, and certain other eligible health-related expenses. The Canada Revenue Agency provides a detailed list of eligible medical expenses here: CRA Guidelines Lifestyle Spending Account (LSA): An employer-funded account that covers a broad range of wellness and personal lifestyle expenses defined by the employer. Reimbursements are considered a taxable benefit to the employee and are reported as income. Common categories of expenses may include fitness, mental and nutritional wellness, family support, personal or professional development, wellness technology, personal care, and other approved expenses. Flexible Spending Account (FSA): An employer-funded benefit that provides a fixed annual amount of spending credits, allowing employees to divide their allocation between the HCSA and LSA based on their personal needs and priorities, subject to the rules established by the employer. If we are your Group Benefits Consultant, employees should also have access to the Employee Benefits Summary, which includes important Spending Account information, access details, and available resources in one convenient place. As a summary resource, the provider's policy remains the governing source for coverage details.
An Employee & Family Assistance Program (EFAP) can vary by provider. Employees can confirm the services available to them by reviewing the EFAP information provided by their employer, or by contacting the provider directly for specific eligibility, access, and service details. Depending on the program, support may include: Mental Health: Short-term counselling and support for stress, anxiety, depression, grief, addictions, relationship concerns, life transitions, and other personal challenges. Family & Relationships: Support related to parenting, childcare, relationships, separation or divorce, eldercare, caregiving, and other family matters. Work & Career: Guidance related to workplace challenges, career planning, work-life balance, job transitions, and pre-retirement considerations. Legal & Financial: Information or professional guidance related to budgeting, debt, credit, retirement planning, wills and estates, family or civil law, and other financial or legal matters. Health & Lifestyle: Coaching and resources related to nutrition, stress, burnout, smoking cessation, healthy behaviours, and other wellness goals. Digital & Self-Guided Resources: Online counselling, digital mental health programs, assessments, self-guided courses, health information, and other tools that may be available through the provider. If we are your Group Benefits Consultant, employees should also have access to the Employee Benefits Summary, which includes important EFAP access information, contact details, and available resources in one convenient place. As a summary resource, the provider's policy remains the governing source for coverage details. Should you wish to access this resource, please contact your employer directly.
Virtual Care can vary by provider. Employees can confirm the services available to them by reviewing the Virtual Care information provided by their employer, or by contacting the provider directly for specific eligibility, access, and service details. Depending on the program, support may include: Primary & Urgent Care: Virtual assessment, diagnosis, and treatment for non-emergency health concerns by doctors, nurses, and other healthcare professionals. Mental Health & Wellbeing: Access to mental health specialists, counselling, dietitians, wellness professionals, and related health resources. Prescriptions & Renewals: New prescriptions, renewals, and refills for eligible medications when clinically appropriate. Lab & Diagnostic Services: Orders or referrals for bloodwork, X-rays, ultrasounds, medical assessments, and other testing when required. Specialist Referrals: Connections to specialists or other healthcare providers when additional assessment, treatment, or in-person care is needed. Care Coordination & Follow-Up: Care plans, referrals to local providers, follow-up after appointments, and guidance on appropriate next steps. If we are your Group Benefits Consultant, employees should also have access to the Employee Benefits Summary, which includes important Virtual Care access information, contact details, and available resources in one convenient place. As a summary resource, the provider's policy remains the governing source for coverage details. Should you wish to access this resource, please contact your employer directly.
Different mental health professionals provide different types of assessment, treatment, counselling, and support. The descriptions below provide a general overview of how these practitioners may support mental health. Roles, scope of practice, training, and services can vary by jurisdiction, professional designation, practice setting, and individual practitioner. Psychologist: A regulated mental health professional trained to assess, diagnose, and treat mental health concerns and disorders. Psychologists may provide psychological testing and assessment, psychotherapy, and evidence-based psychological treatments. Psychologists do not currently prescribe medication in Canada. Psychiatrist: A medical doctor who specializes in the diagnosis and treatment of mental illnesses. Psychiatrists can assess and diagnose mental health conditions, provide treatment, and prescribe and manage medications. Psychotherapist: A practitioner who provides psychotherapy for emotional, behavioural, relationship, and mental health concerns using therapeutic approaches appropriate to their training and scope of practice. Clinical Counsellor / Counsellor: Provides counselling focused on concerns such as stress, relationships, grief, life transitions, coping, and emotional well-being. Registered Social Worker: A professional may provide counselling or psychotherapy within their training and scope of practice. Social workers consider how relationships, family circumstances, work, finances, community, and other social factors affect an individual’s well-being. They may also help individuals navigate services and connect with appropriate community supports. Mental Health Nurse: A nurse with training or experience in mental health who may provide assessment, education, counselling, symptom monitoring, care coordination, and support with treatment plans, often as part of a broader healthcare team. “Mental Health Nurse” is a general description rather than a single regulated professional title. Occupational Therapist: A regulated health professional who may support individuals when mental health affects their ability to participate in everyday activities, routines, work, self-care, and other meaningful areas of life. Support can include practical strategies, adapting activities or environments, and assisting with recovery or return to work. Employees should confirm which practitioner types are eligible under their plans before receiving services, as coverage requirements can differ by employer, insurer, professional designation, and province.
Health & Wellness covers many areas of everyday life, and the topics that matter most can change over time. Our Brighter Together Wellness Newsletter is published quarterly and explores a small selection of timely Health & Wellness topics in a clear and approachable format. Each edition provides general educational content intended to build awareness and encourage readers to learn more about different aspects of their well-being. A new selection of topics is featured each quarter, along with a healthy recipe. Current and previous editions of our newsletter are available on our website!
INDIVIDUAL INSURANCE PLANNING
Individual insurance planning is the process of reviewing your personal circumstances, financial responsibilities, and existing insurance coverage to determine where Life, Critical Illness, or Disability Insurance may form part of your overall protection strategy. Existing coverage can include both personal insurance and insurance available through an employer-sponsored Group Benefits plan. Individual insurance can then be used to supplement existing coverage or provide protection based on your personal needs and circumstances.
Death, critical illness, or disability can create significant financial pressures for you and your family. Insurance can provide financial support when an insured event occurs, helping replace lost income, cover expenses, preserve savings, and meet ongoing financial obligations. Individual insurance also provides an opportunity to establish coverage based on your personal circumstances rather than relying solely on coverage available through your employer. It can supplement existing Group Benefits coverage and provide personally owned protection that can remain in place independently of your employment, subject to the terms of the policy.
The first step is understanding what coverage you already have. This may include Life, Critical Illness, or Disability Insurance through an employer-sponsored Group Benefits plan, as well as any personal insurance policies you already own.INSURANCE TRACKERDOWNLOAD A simple tool to help you organize and track your life & living benefits coverage in one place. Disclaimer: This resource is provided for organizational purposes only. It does not constitute insurance, investment, financial, legal, tax, or other professional advice, and no result or outcome is guaranteed. EBC’s downloadable resources are intended to be saved and used on your own device; information you enter into them is not submitted to or stored by EBC. Please verify information and seek appropriate professional advice before making any decisions. Once your tracker is complete, Contact us to review your existing coverage and insurance needs. As part of that review, we consider factors such as: Income and ongoing financial obligationsMortgage and other debtDependants and family responsibilitiesExisting savings and other financial resourcesIncome replacement needsFuture financial obligations and goals We can then help assess whether your current Life, Critical Illness, or Disability Insurance is appropriate for your circumstances, including whether coverage may be insufficient, excessive, or otherwise no longer aligned with your needs.
The cost of individual insurance can vary significantly depending on factors such as the type and amount of coverage selected, your age and health, smoking status, occupation, and the overall design of the policy. There is no single benchmark for what an individual should expect to pay. Life, Critical Illness, and Disability Insurance are priced differently, with premiums determined by the coverage selected and the applicable underwriting factors and policy features. Final premiums and available coverage are determined by the insurer and may differ from the initial illustration or estimate based on the results of underwriting. Consultant Compensation: Our compensation is paid by the insurer in connection with the insurance policy placed and is disclosed transparently to the client.
Individual insurance should be reviewed periodically and whenever there is a significant change in your personal, family, or financial circumstances. This may include: A change in income or employmentMarriage, separation, or divorceThe birth or adoption of a childA change in dependants or caregiving responsibilitiesPurchasing a home or taking on significant debtA significant change in savings or other financial resourcesA change in existing Group Benefits or personal insurance coverageA change in your beneficiaries or estate planning arrangements Regular reviews help ensure your Life, Critical Illness, and Disability Insurance continues to reflect your current circumstances, financial responsibilities, and insurance needs.
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