Employee Health & Dental Benefits Plans

Comprehensive care for your people, predictable costs for your business
Independent Calgary‑based advice, dozens of carrier options, one clear program.
Quinn Advisory compares every insurer and TPA, so you get the best deal without the legwork.

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  • VIP Medical Programs
    Our VIP Medical Programs are designed for those who want more out of their healthcare experience.
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  • Spending Accounts
    Spending accounts give employees more choice in how they use their benefits. Whether it’s a health spending account for medical expenses or a wellness account for services like gym memberships or mental health support, these plans offer flexibility without added complexity.
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  • Startup Benefits
    Growing a business from the ground up comes with a lot of decisions. Our startup benefits are designed to support founders and early-stage teams by offering flexible, scalable options that evolve as your company grows.
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  • Employee Benefits
    Reliable, familiar, and still highly effective, traditional benefits continue to be a key part of a strong workplace strategy.
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100 % of premiums are fully tax‑deductible operating expenses — ITA s. 20.01
$10 000 pooling level shields you from shock drug claims
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> 90 % of standard dental procedures covered with no co‑pay

How a Corporate Health & Dental  Insurance Policy Works

A group policy is a contract in which your company pays a fixed premium, and the insurer pays medical and dental bills for employees. The life cycle looks like this:

  1. Design & signing. Quinn reviews historical claims and proposes three premium / limit scenarios.
  2. Using the plan. Employees present their e‑card at a pharmacy or clinic; most invoices are paid directly by the insurer.
  3. Reimbursement. For out‑of‑network bills, the employee snaps a photo in the app; funds hit their bank account within 48 hours.
  4. Reporting. Quinn delivers clear loss‑ratio dashboards each quarter and recommends tweaks before renewal.

Why You Need an Independent Broker

Choosing a group Health & Dental plan looks simple on carrier websites: pick a package, upload employee data, click “enrol.” Yet the moment claims spike or your team doubles in size, the wrong choice can trap you in stale pricing, mismatched coverage, and hours of HR firefighting. An independent broker acts as both market analyst and long‑term risk manager. We benchmark every insurer’s rate card, translate policy legalese into plain English, and model three‑ to five‑year cost scenarios so you can make decisions with eyes wide open. When a claim is denied, we bring precedent cases to the adjudicator; when you want to add a Wellness SA or cap orthodontics, we negotiate concessions the carrier’s online wizard never mentions. In short, Quinn Advisory sits on your side of the table—from the first tender to the day CRA comes knocking.

  • Full‑market comparison. From Sun Life and Canada Life to regional Blue Cross, we hunt the optimal rate.
  • Single renewal date. All premiums and reports converge on one day, making budgeting simpler.
  • Claim advocacy. We read the contract fine print and fight for employee reimbursements.
  • Strategic layering. Need more flexibility? We bolt on an HSA or LSA above the core policy.
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Core Modules of Group Health & Dental Plans

Extended Health
Dental Care
Vision Support
Income Security

Extended Health

Each employee receives $1 000 – $5 000 a year to cover prescription drugs, specialist visits, and diagnostic tests such as MRI, X‑ray, or ultrasound. Fast approvals mean staff skip long public wait‑lists and return to work sooner. By shifting routine and chronic‑care costs away from your operating budget, you keep premiums predictable and employee well‑being high.

Dental Care

A yearly pool of $1 500 – $3 000 funds preventive cleanings, scaling, fillings, root canals, crowns, and bridges. Regular hygiene reduces absenteeism caused by dental pain, while coverage for major restorative work shields families from large surprise bills—an important loyalty driver for long‑tenured employees.

Vision Support

Every 24 months the plan allocates $150 – $300 for eye exams, prescription glasses, contact lenses, or laser correction. Screen‑heavy roles benefit from early detection of eye strain, and optional top‑ups encourage staff to choose ergonomic lenses that boost on‑the‑job comfort and productivity.

Income Security

Optional disability and life insurance add a safety net that most small policies lack. Disability income replacement (often 66 ⅔ % of salary) keeps households afloat during long recoveries, while life coverage pays a tax‑free lump sum to beneficiaries. Together they round out the plan, making your benefits package competitive with enterprise‑level employers.

Group Plan Customization Menu — Expanded Explanation

To ensure Health & Dental serves real business goals, we and the client adjust four cost “levers”: premiums & pooling, co‑insurance, coverage mix, and catastrophic risk protection.

 

Parameter Options When It Works Best
Premiums & pooling $10 000, $15 000, $25 000 Higher pooling flattens renewal spikes after one high‑cost drug; ideal for groups 50 +
Co‑insurance 80/20, 90/10, 100 % 80/20 raises cost awareness; 100 % rewards execs
Dental tier Basic, Major, Ortho Basic suits young teams; families value Major + Ortho
Paramedical limit $300–1 000 Essential if well‑being is part of your employer brand
Stop‑loss / ASO ASO + stop‑loss from $10 000 For 250 + employees: 8–12 % savings on good loss ratios

 

Real‑world example.
 A Calgary logistics firm with 120 drivers faced many back‑injury claims. We lifted the paramedical limit from $500 to $800, introduced 80/20 co‑insurance, and capped massage at 12 sessions a year. Overall cost rose only 1.6 %, while employee satisfaction jumped 19 points.

Most‑Reimbursed Expenses — Added Context

Employees see value when the plan pays for what they actually use. The three buckets below account for 70 % of all reimbursements across Quinn Advisory’s book.

 

Medical Dental Paramedical
Chronic‑care prescriptions Cleanings & fillings — foundation of oral health Therapeutic massage & physio — recovery from desk work or heavy labour
MRI & ultrasound — early diagnosis Crowns & bridges Psychotherapy — demand surged post‑2022
Glucometers & test strips Child orthodontics Nutritionist — pillar of corporate wellness

 

Why it matters.
 When an employee sees their own prescription or filling sail through the plan, trust in the entire benefit package skyrockets. The eligible‑expense list follows CRA RC4065 and is updated regularly.

Our 4‑Step Group Medical & Dental Process

1

Discover

2

Design

3

Implement

4

Optimize

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    Phone 1-844-725-3131 Email inquiries@quinnadvisory.ca

    Integration & Support for Group Health Plans — In Depth

    1.System setup.
    2. Automated premium accounting.
    3. Employee life‑cycle support.
    4. CRA audit defense.

    1.System setup.

    • Quinn pulls a feed from payroll (ADP, Payworks) and builds a field checklist—hire date, employment status, coverage tier.
    • A one‑time audit clean‑up removes duplicates so you don’t pay for inactive profiles.

     

    2. Automated premium accounting.

    • GL codes post premiums straight to “Employee Benefits Expense.”
    • After each claim batch, the insurer’s API returns a detailed file, sparing finance any manual reconciliations.

    3. Employee life‑cycle support.

    • Onboarding: HR selects a coverage class; nightly sync pushes data to the insurer.
    • Leave management: Maternity or unpaid leave triggers an automatic premium suspend—no manual spreadsheets.
    • Off‑boarding: Quinn ensures the card deactivates within 24 h and COBRA‑style continuation (if needed) is offered.

    4. CRA audit defense.

    • Every transaction is traceable, from premium to individual claim.
    • If CRA calls, we assemble the response package so your accountant doesn’t lose a week.

    Clients that complete full integration with Quinn save roughly 120 HR hours a year and cut CRA penalty risk to virtually zero.

    Before Quinn stepped in, our blue‑collar crew hit the annual dental cap by September, and renewals kept climbing. Quinn shopped five carriers, negotiated a lower pooling charge, and re‑structured the Dental tier to Major + Ortho. Premiums dropped $36 k in year one, yet each employee now enjoys $3 000 in dental coverage instead of $1 500. Staff retention on job sites is up six percentage points.
     CEO, construction firm
    Calgary (100 employees)
    Saved $36 000
    and raised our dental limits.
    Our previous insurer forecast an 18 % jump after two high‑cost drug claims. Quinn tendered the case across national and regional carriers, showing how a higher pooling threshold would smooth volatility. We moved to a $25 000 pooling level with a new provider, locked the renewal at 0 % for 12 months, and secured a rate‑cap clause for the next two years—saving $210 k of projected spend while keeping every benefit intact.
    CFO, Alberta
    manufacturing group, 420 employees
    18 % rate
    A $25 000 pooling level froze an 18 % rate hike.

    Let’s Rethink Benefits Together

    Ready to turn Health & Dental into a real competitive edge? At Quinn, we help you build a benefits experience that feels clear, thoughtful, and aligned with the needs of your team. Whether you’re reviewing your current plan or starting fresh, we’ll walk you through it with care and clarity.

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