HR Tips - Benefits

  • Know the marketplace and ensure that you have a competitive benefit program. You don't want an inadequate benefit program to be a reason that a good candidate doesn't accept your job offer.
  • Provide easy access to company benefits information, (e.g. program details, applicable forms)
  • Pay-direct drug cards make it easy for employees to access their benefits. Speak to your broker about this option.
  • Work with your benefit broker to provide online access to the extended health program. Employees would be able to check for themselves when their last dental or optical appointment was or how close they are to hitting the limits of paramedical treatment coverage.
  • Provide a retirement program for your staff, such as employer-matching of RRSP contributions up to a certain percentage. Contributions can be set up through payroll deduction and may start after 3 or 6 months of employment. A representative from the RRSP company could be invited to come in to provide learning sessions for your staff.
  • Provide your staff with an Employee & Family Assistance Program. This is a great program, often combined with Extended Health, where people can connect with qualified individuals on a confidential basis on a variety of topics (e.g., finances, gambling, addictions, workplace issues, childcare, eldercare, stress, etc.).
  • Long term disability issurance and critical illness insurance are valuable benefits for staff. If the employee pays these benefits themselves, they will not be taxed if they have to draw on it.
  • Provide for sick leave for your staff. Consider opening up tyour sick leave program to cover care for a sick child or partner.
  • Vacation is a time for rest and rejuvenation. While minimum vacation allotments are set by Employment Standards, consider local trends and offer competitive vacation allotments to your staff.
  • Develop a relocation assistance program. You may also need a program if you are transferring employees between geographic offices.
  • If you are in a larger center and/or have staff who bus to work regularly, consider joining the Propass Program ( This program provides the employee with a discount and can be administered by payroll deduction.
  • Promote whatever benefits you provide. Employees often forget the programs they have access to and therefore do not appreciate the benefit.
  • Provide for paid leave in the event of a death in the family.


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