Employee Benefits Made Simple — So You Can Focus on What Matters Most: Your People
Our experienced consultants can help you take better care of your company's #1 asset and fuel your success.
Flexible, affordable employee benefits and group insurance solutions for small and mid-sized businesses across Ontario.
ABOUT US
Success Starts With People — And People Thrive When They Feel Supported
Benefit Specialists
At FlexBEN, we’ve spent over 25 years helping Canadian businesses design employee benefits and group insurance plans that support their teams and strengthen their business.
People First Approach
We believe benefits should feel clear, human, and aligned with your goals — not overwhelming or cookie-cutter.
Simple & Smart
We listen deeply. We simplify the process. And we build group benefits solutions that make life better for your team and easier for you.
WHY EMPLOYEE BENEFITS MATTER
Why the Right Group Benefits Plan Matters More Than Ever
Enhanced Employee Satisfaction
When employees feel protected — health, dental, disability, financial security — they show up more engaged and committed.
Better Hiring & Retention
In today’s competitive job market, strong employee benefits are a major decision-maker for top talent.
Improved Well-Being & Productivity
A well-designed benefits plan promotes physical and mental health, leading to fewer sick days and higher performance.
Stronger Workplace Culture
Benefits signal that you care — and caring builds trust, loyalty, and stability.
WHO WE HELP
We specialize in group benefits for small businesses, offering personalized guidance at every step.
Construction & Trades
Retail & Hospitality
Professional Services Firms
Small & Medium-Sized Businesses (SMEs)
Manufacturing & Industrial Teams
Startups & High-Growth Companies
Nonprofits & Community Organizations
EXCLUSIVE ADVISOR
Chambers of Commerce Group Insurance Plan: Canada’s #1 group benefits plan for small business
As your local advisor, we help you get the most value out of this flexible and affordable solution.
OUR PLANS
We specialize in group benefits for small businesses, offering personalized guidance at every step.
Pay-As-You-Go Health Spending Account (HSA)
Best for: Smaller teams, budget certainty, flexibility
Why Businesses Like it
- Predictable costs — you decide the budget upfront
- Simple to administer and easy for employees to understand
- Highly flexible — covers a wide range of health and wellness expense
- No premium increases or surprises tied to claims experience
- Employer only pays when an expense is actually incurred
Things to consider
- No insurance protection for larger or unexpected medical costs
- Employees pay out of pocket first and get reimbursed later
- Less comprehensive than insured plans for high-need employees
Traditional Insurance-Based
Benefits Plan
Best for: Stability, broad coverage, employee peace of mind
Why Businesses Like it
- Familiar structure that employees understand and value
- Predictable coverage for common health and dental needs
- Provides insurance protection for larger, unexpected claims
- Helps attract and retain talent through recognizable benefits
- Straightforward setup with ongoing advisor support
Things to consider
- Premiums can increase year over year, even with low usage
- Limited flexibility once the plan is in place
- You pay premiums regardless of whether benefits are used
Partially or Fully Pooled Benefits Program
(Industry-pooled model — no single employer carries the full risk)
Why Businesses Like it
- Risk is shared across a larger group, reducing volatility
- More stable renewals compared to standalone insurance plans
- Often includes built-in safeguards for high claims
- Access to plan designs and pricing not available on your own
- Good balance between cost control and insurance protection
Things to consider
- Less customization compared to self-funded options
- You’re still impacted by the overall pool’s experience
- May not reward low-claim employers as much as expected
Administrative Services Only (ASO) / Self-Funded Plan
Best for: Established employers seeking transparency
andlong-term cost control
Why Businesses Like it
- You only pay for actual claims, not fixed insurance premiums
- Greater transparency into where benefit dollars are going
- Potential for long-term savings with a healthy workforce
- Flexible plan design aligned to your team’s real needs
- Stop-loss protection helps manage catastrophic risk
Things to consider
- Monthly costs can fluctuate based on claims activity
- Requires a longer-term mindset and good planning
- Not always ideal for very small or early-stage teams
WHAT TO EXPECT
What You Can Expect When.You Work With FlexBEN.
- Custom employee benefits solutions
- Clear advice and ongoing guidance
- Streamlined benefits administration
- Compliance support
- Better employee satisfaction
- Cost control and risk management
- Responsive support all year long
- A stronger employer brand
- A healthier, happier workplace
OUR PROCESS
How We Make Employee Benefits Simple
Step 1 Discovery & Assessment
Understanding your people, goals, and current plan.
Step 2
Custom Solution Design
A strategic recommendations package tailored to your business.
Step 3 Implementation & Rollout
Thoughtful implementation rollout from setup to launch.
Step 4 Ongoing Management
Renewals, cost control, updates, and support — all year long.
GETTING BENEFITS RIGHT
5 Things Every Business Owner Needs To Consider When Investing In Employee Benefits
1. What's really keeping you up at night when it comes to your people?
Most business owners I work with are dealing with at least one of these challenges:
- Losing good people faster than you'd like (and probably faster than you can afford)
- Struggling to attract the caliber of talent your business deserves
- Watching team members who seem checked out, stressed, or just not bringing their best selves to work
Sometimes there’s a fourth reason that’s just as valid: you simply believe it’s the right thing to do for the people who help build your business every day. Whatever your reason, it’s worth acknowledging. These aren’t just “HR problems”—they’re business challenges that ripple through everything you’re trying to
accomplish
2. What's this actually costing you right now?
Here’s a number that might surprise you: replacing an employee typically costs at least 30% of their annual salary. For senior team members, that number climbs even higher.
And here’s another one that’s harder to measure but equally real—recent research shows that between 33-59% of people would consider leaving their job if they felt their benefits weren’t adequate. That’s a lot of good people potentially walking out the door. Then there’s the engagement piece. Studies consistently show that over two-thirds of employees feel disengaged at work. The reasons vary, but mental health, financial stress, and work-life balance concerns top the list.
I’m not sharing these numbers to scare you—I’m sharing them because understanding what you’re already experiencing helps you see the real return on investing in your people’s wellbeing.
3. What do your people actually need to thrive?
This one requires some detective work, and honestly, it’s where many business owners make assumptions instead of asking questions. Consider running an employee survey. You might discover your younger team values flexibility and wellness perks, while others are more concerned about prescription costs and dental coverage for their growing families. Maybe your more experienced employees are starting to think seriously about retirement planning. But don’t overlook the conversations happening around you every day. Listen for the casual mentions of expensive prescriptions, the team member who’s been dealing with back pain for months, or the employee juggling care fo
4. What can you realistically invest?
Let’s be practical here. Every business has constraints, and acknowledging yours upfront helps everyone make better decisions. Remember, though, that not having benefits is already costing you something—whether that’s in turnover, recruitment challenges, or simply the stress of watching good people struggle with health and financial concerns.
Think of benefits as an extension of compensation. Just like you determined fair salaries for your team, benefits are another way of investing in the people who drive your success. Most employers share the cost of premiums with their employees—typically starting around 50/50, though this varies based on your industry, competition, funding model and company values.
5. What promise do you want to make to your team?
At the end of the day, benefits are a promise—just like the salary you commit to paying. The question is: what promise feels right for your business and your people?Working with a benefits consultant who takes time to understand your specific situation, you’ll explore options like:
- Life insurance protection
- Income replacement if someone can't work
- Extended health coverage (prescriptions, massage therapy, vision care, travel coverage)
- Dental care
- Employee assistance programs for mental health and life challenges
- Critical illness protection
- Retirement savings plans
The right combination depends entirely on your answers to the first four questions.
TESTIMONIALS
Real voices. Real results. Real transformation.
M.Dennis, HR Manager
"We can count on FlexBEN to continue providing us with excellent advice and reliable service.”
Michael Carter, HR Manager
Creative, practical, and people-first. Our team is healthier, happier, and more productive
CONTACT
Ready to Strengthen Your Team With the Right Group Benefits Plan?
At FlexBEN, we’ve spent over 25 years helping Canadian businesses design employee benefits and group insurance plans that support their teams and strengthen their business.
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