It has become very common for employers to provide their full-time employees with a benefits package, known as employee benefits. Employee benefits generally include perks like vacation days, paid sick leave, and insurance coverage such as health insurance and employment insurance. But the question that everyone wants to know is -- Are these benefits mandatory? In this blog, we’ll answer that question and give some recommendations about non-mandatory benefits that will help boost your business through employee attraction and retention.
Canadian labor laws specify certain minimum employment standards called statutory benefits, statutory meaning fixed or authorized. These benefits usually vary from province to province. 90% of Canadian workers are protected by these laws and the other 10% work in federally regulated places. This means that as an employer, you are responsible for knowing and following these standards. Failure to do so will result in a pretty hefty fine, so it’s important to keep track of the standards that are in place.
Here is a list of benefits that are mandatory and protected by Canadian Law. Keep in mind that these are only minimum terms and conditions, so employers can decide to be more generous with these benefits if they want to.
This one depends on the Province you live in. In British Columbia, for example, employees are entitled to 2 weeks paid vacation after 1 year of employment, and 3 weeks vacation after 5 years of employment, not including the 10 national statutory holidays. The employer is responsible for making sure that the employee takes the minimum amount of vacation per year.
A recent study revealed that Canadians have the lowest number of paid vacation days (10) compared to other developed countries (30), so if you really want to attract new talent, offer more vacation days than what’s required. Plus, employees that return to work after a vacation are more engaged and productive than usual, making it a win-win.
In terms of the amount paid for vacation, salaried employees are given paid time off with full salary continuation, while hourly employees get 4% of all earnings.
Again, this varies slightly from province to province, but for British Columbia and Alberta, employees are entitled to 5 unpaid days each 12-month period for sick leave or family responsibility leave. The Canadian Labour Code also includes 3 paid days after an employee has been at the company for three consecutive months. Employees are also entitled to other leaves of absence which include:
10 unpaid days/year domestic violence leave
3 unpaid days/year personal injury or illness leave
For more information about specific time off amounts for different provinces, visit workplace.ca/laws.
Critical Illness Leave
Most provinces also provide critical illness leave, sometimes called compassionate care leave, in the event of an employee’s dependent getting gravely ill. In British Columbia, you get up to 27 weeks of unpaid leave to care for an ill family member which typically comes into effect after 90 days of employment. Critical illness leave is generally unpaid, but it ensures that the employee will get paid the same when they return. Critical Illness Leave is important because it means that the employee still has their job security while caring for their dependent.
Note: This is different from critical illness insurance, which is a benefit that provides a lump sum of money if an employee gets diagnosed with a life-threatening illness.
Canadian Pension Plan Contributions
Employees, employers, and self-employed individuals are required to contribute to the Canadian Pension Plan. Employers must contribute by deducting a certain percentage of an employee’s wage. Certain employees are exempt from this, like employees who make less than $3,500 a year. In return, employees get access to retirement pensions and survivors’ benefits for widows and children, as well as certain disability benefits. Survivors’ benefits include either a one-time payment to the beneficiary or a monthly payment to the beneficiary. The amount an employee receives from their pension after they turn 65 depends on how much they made throughout their working years and how much they worked. To be eligible to receive survivor benefits, you have to have made contributions to the CPP for the lesser of one-third of the calendar years in their contributory period or 10 calendar years.
The amount that employers have to contribute varies from year to year, but to give you an example, in 2018 it was a 4.95% deduction based on the employee’s salary.
Employment Insurance Contributions
Employment Insurance provides regular benefits to individuals who lose their jobs through “no fault of their own” and can’t find a job to replace it. Employees who receive EI of any amount are subject to tax for that amount and the amount can vary but is usually 55% of your average earnings up to around $55,000. You can receive these benefits from 14 to 45 weeks while you try to find another job. Overall, EI is an important safety net for employees and employers to have.
Employers must make contributions for Employment Insurance based on the earnings of all employees. Generally, employers deduct a certain percentage of their employee’s wage and also contribute to the employee’s premium. The employer’s contribution is deductible for income tax as a normal business expense. In return, employees may draw benefits in the event of unemployment.
When it comes to health benefits, the government of Canada provides basic health care through a public plan. This includes doctor visits, ER visits, and various medical services like X-Rays or MRIs. Services like paramedical services (massage therapy, chiropractor, or physical therapy), dental, vision, and prescription drugs are generally not included in the Canadian medicare plan, which leaves it to the responsibility of Canadian citizens to find insurance for themselves. Employers typically take on this responsibility and provide these extra benefits to their employees. These extra benefits are not mandatory, but offering these benefits has become somewhat of a culturally accepted norm. About 90% of large to mid-size employers provide a benefits package and about 70% of small businesses provide a benefits package. Why? Here are some statistics that highlight the significance of providing non-mandatory benefits.
83% of employees say that health insurance is very or extremely important in deciding whether to stay in or change jobs.
When deciding to accept a job offer, 88% of employees said the quality and options of health benefits was important
80% of employees believe that employers have a responsibility to keep employees mentally and physically well
Below is a list of the most valued benefits that we absolutely recommend for employers that want to attract employees and remain competitive in the workplace.
Recent surveys have indicated that 22% of Canadians avoided going to the dentist at least once because of the cost. Canadians without insurance were also 3x more likely to skip out on dental treatment. On top of that, treatment costs continue to rise, which leaves uninsured Canadians at a large risk. That’s why 90% of large employers cover basic dental services, and 67% cover major restorative services.
With all that in mind, it’s no surprise that dental is one of the most popular benefits among employees. Your employee’s dental hygiene is directly related to their overall well-being. So if you want healthy, happy employees, dental coverage should be in your benefits package.
The overwhelming majority of Canadians have at least one drug prescription, with 86% reporting that they received a prescription in the last six months. There is a public drug option, but most people aren’t eligible, which means that without coverage from their employer, a lot of employees would have to pay out of pocket for their drugs, which can get expensive.
Knowing that, it makes sense that drugs are the #1 most submitted claim type across plan in Canada which makes it extremely important among employees. If you want to appeal to potential employees, drug coverage should be on the top of your list.
Paramedical services include things like massage therapy, physical therapy, chiropractors, and are generally not covered under Canada’s public plan. But these services are expensive for employees to pay out of pocket, even if they desperately need them. That’s probably why paramedical services are ranked second behind drugs for the most amount of claims submitted, which means employees, especially younger employees, are using them and finding them valuable.
While this benefit seems like it’s more ‘nice to have’ than actually necessary, it’s still massively popular and can definitely give employers the edge over other companies’ benefit plans. Plus, if you extend coverage to include services like massage therapy, it’ll give you a huge advantage against other employers for a really affordable price.
We all know how important our eyeballs are, but strangely, eye health is often overlooked. One study found that half of Canadians over the age of 20 had some form of vision problem that required them to go to the optometrist. With older people, that rose to almost 80%. Despite that, coverage rates for vision are among the lowest of all health coverage types. Not to mention the fact that employees obviously need their vision in top shape to be doing a good job at work.
Offering vision coverage shouldn’t be overlooked, because not only will it cover regular eye checkups to make sure that there aren’t any diseases forming, but it will also cover eyeglasses and contact lenses.
Going above and beyond with benefit offerings can absolutely be worth an employer’s while. Employers with strong benefits plans see more retention and engagement with their employees. Here is a list of optional benefits that can take your company above and beyond your competitors and keep your employee’s best interests in mind.
These are gaining popularity, especially with younger generations. There are two kinds of spending accounts, Health Spending Account (HSA) and Lifestyle Spending Account (LSA). These are pooled accounts in which an employee can use it on whatever their employer has approved. LSAs are typically for wellness activities like gym memberships or vitamins, and HSAs are used as top-ups for other coverage such as dental or drugs. Not only do spending accounts offer lots of flexibility, but they’re also a really great cost-effective option for small businesses since they use a pay-as-you-use model. With spending accounts, you also have the option to only over a spending account and use that as your main coverage, instead of offering it with a traditional plan. Overall, spending accounts are a really great optional benefit you can use in your benefits plan to boost your employee’s satisfaction and retention.
Employee Assistance Program
Employee Assistance Program (EAPs) are an important addition to any benefits plan. They offer a wide variety of services from short-term counseling to general mental health support. Employees value when their employers care about their mental health, and these services help employees who are going through a rough time.
Studies have shown that after users participate in an EAP, their productivity at work increases by 36% during the weeks after using the program. This makes EAPs worth the financial investment and a great option for employers that want to be there for their employees.
With modern health care solutions on the rise as well as the global pandemic comes a new push for access to virtual care. Virtual health care provides services like doctors’ appointments, including prescription refills from an online platform. Employees can simply access a health care provider through video calls without having to drive anywhere. Providing virtual health care is an easy and cost-effective way to make your benefits plan modern and appeal to employees of all kinds.
Hopefully, you now have a better understanding of which Employee Benefits are required of employers across the country. It’s important to keep in mind that offering these mandatory benefits should be seen as an absolute minimum. Offering recommended and optional benefits is going to be extremely useful when you are looking to expand your team.
Simply Benefits offers flexible plans that you can customize to suit your organization’s needs. Reach out to our sales team for more information at firstname.lastname@example.org.
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. If you are a Simply Benefits plan member, you can look up more information on your specific plan coverage under the “Plan Coverage” section on your account, or speak to your administrator for more information.