Our Services
Here are just a few products and services from Benefits Redesigned
Why Work With Benefits Redesigned?
Partnering with Benefits Redesigned means choosing a company that genuinely understands the evolving needs of today’s workforce. With a focus on innovative and flexible employee benefits solutions, Benefits Redesigned ensures that businesses can attract and retain top talent by offering customized plans that meet the unique needs of their employees.
Our expertise in employee health benefits and savings plans, including RRSPs and TFSAs, empowers companies to provide meaningful perks that enhance employee satisfaction and loyalty.
Group Employee Benefits:
A group benefits plan is a promise made by an employer to their employees. Many employers regard their benefits plan as “good enough? For their purposes. However, having an acceptable solution is not the same as having the best solution strategically designed for your business and your employee population.
Tailored Solutions:
A standard benefits plan may seem "good enough," but a strategically designed plan tailored to your unique company dynamics ensures the best fit for your business and employees.
Beyond Acceptable:
Don’t settle for an "acceptable" benefits plan—aim for one that truly aligns with your business goals and employee needs.
Customized for You:
Your company’s unique situation requires a benefits plan that reflects your specific demographics, ensuring optimal value and satisfaction for your workforce.
Health Spending Account:
A health spending account is a simple way to offer all employees an equal amount of money to spend on their health care needs. This can be a great way to maintain premium costs in future years. There are additional options to health spending accounts, that can include life insurance, long term disability, critical illness, RRSP, EAP (Employee Assistance Program) and wellness packages.
Equalized Health Coverage:
Offer all employees a consistent amount to spend on their health care needs with a Health Spending Account (HSA), ensuring fair access to medical services.
Cost Control:
HSAs help maintain and manage premium costs, providing a sustainable approach to employee benefits.
Flexible Options:
Enhance your benefits package by integrating additional options such as life insurance, long-term disability, critical illness coverage, RRSPs, Employee Assistance Programs (EAP), and wellness packages.
Traditional Plan:
These plans are administered through the insurance company. They base their rates on a target loss ratio and depending on the size and experience of your group, will reflect the premium cost. Most insurers are looking for a minimum of 6 months to a year in business to get started. There are additional options for traditional plan, that include adding life insurance, long term disability, critical illness, RRSP, EAP and wellness packages.
Established Providers:
Traditional group benefits plans are administered by major insurers like Manulife, Canada Life, and Sunlife, with premiums based on your group’s size and experience..
Eligibility Requirements:Most insurers require your business to be operational for at least 6 months to a year before offering a traditional benefits plan.
Customizable Options:
Enhance your traditional benefits plan by adding life insurance, long-term disability, critical illness coverage, RRSPs, Employee Assistance Programs (EAP), and wellness packages.
ASO: Adminstrative Services
These plans are administered through a TPA (Third Party Administrator) An ASO model can help maintain cost, give more flexibility, and full transparency. There are additional options for ASO plans, that include adding life insurance, long term disability, critical illness, RRSP, EAP and wellness packages.
Cost Control and Flexibility:
Budgeted Administrative Services (ASO) plans, managed by Third Party Administrators (TPAs), offer more flexibility and help maintain costs, providing a tailored approach to benefits administration.
Full Transparency:
ASO plans provide full transparency, ensuring you have clear insights into where and how your benefits budget is being spent.
Customizable Add-Ons:
Enhance your ASO plan by incorporating additional options like life insurance, long-term disability, critical illness coverage, RRSPs, Employee Assistance Programs (EAP), and wellness packages.
Pooled Plan:
A pooled plan is comparable to an association plan. This type of plan can be a great starting point for new businesses, not sure what to offer employees. The rates stay constant, as the business is part of the bigger pool, compared to an individual insurance plan with the rates based on that groups experience.
Ideal for New Businesses:
Pooled plans, similar to association plans, are perfect for new businesses unsure of what benefits to offer employees, providing a solid foundation for employee coverage..
Stable Rates:
By joining a larger pool, your business benefits from consistent rates, unlike individual plans where premiums are based on your group’s specific experience.
Simplified Administration:
Pooled plans offer an easy and effective way to start providing employee benefits without the complexity of customizing an individual plan.
Hybrid Plan:
A hybrid plan combines the advantages of both conventional benefits plans and Health Care Spending Accounts, resulting in a very flexible and cost-effective solution.
Balanced Flexibility:
Hybrid plans merge conventional benefits with Health Care Spending Accounts (HSAs), offering a flexible approach to meet diverse employee needs.
Cost-Effective Solution:
By combining traditional benefits with HSAs, hybrid plans provide a more cost-effective way to manage employee health care expenses.
Maximized Benefits:
Hybrid plans deliver the best of both worlds, ensuring comprehensive coverage while allowing employees to allocate funds where they need them most.
Group RRSP And Employee Savings Plans:
Group RRSP’s is a great way to encourage employees to save for the future, with options for the employer to match contributions.
An employer can set up deposits going to RRSP or TFSA, or both.
1-10 Employees:
Is your group too small, or your deposit amount, not qualify for a traditional employee savings plan? There are options available for small businesses who don’t qualify for the traditional thresholds.
11 Plus Employees:
There are multiple options available for your group RRSP plans. You can choose the one that best suits your needs. If you prefer a TFSA plan, there are tailored options for that as well.
Discussing Employee Benefits
With Stacey Aarssen Is The First Step
As a business owner, you’re always looking for ways to stay ahead of the competition. By consulting with an Employee Benefits expert, you can tailor a benefits plan that not only attracts and retains top talent but also enhances employee productivity and loyalty.
This conversation could be the key to driving your business forward, reducing turnover, and securing your company's long-term success.
