Group benefits can include a variety of options such as extended health care, dental and vision coverage, life insurance, disability insurance, critical illness insurance, and wellness programs. Employers can customize their offerings based on employee needs and preferences.

Group benefits are typically offered through an employer and cover multiple employees under a single policy, often at a lower cost due to collective purchasing power. Individual insurance plans are purchased by individuals and may have higher premiums and less comprehensive coverage.

In Canada, most employer-paid premiums for group benefits are not considered taxable income for employees. However, certain benefits, like life insurance payouts, may have different tax implications. It’s advisable to consult a tax professional for specific guidance.

To determine the right package, conduct employee surveys to assess their needs and preferences. Consider industry standards and competitive offerings to ensure your benefits package is attractive. Consulting with a benefits advisor can also provide valuable insights.

Yes, many employers choose to include part-time employees in their group benefits plans. However, eligibility criteria may vary by plan, so it’s essential to review the specific terms of your policy.

When an employee leaves the company, their group benefits typically end on their last day of employment. However, some plans may offer options for converting to individual coverage or extending certain benefits for a limited time.

Employees usually submit claims through their insurance provider or employer’s HR department by providing necessary documentation such as receipts or medical forms. The insurer reviews the claim and reimburses eligible expenses according to the policy terms.

Yes, employers can typically make changes to their group benefits plan during renewal periods or open enrollment periods. It’s important to communicate any changes clearly to employees and ensure they understand the new offerings or modifications.