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
25 years Organizes
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.
Human First Approach
We believe benefits should feel clear, human, and aligned with your goals — not overwhelming or cookie-cutter.
Clean, Simple Clicked Benefits
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
Construction & Trades
Retail & Hospitality
Professional Services Firms
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.
WHO WE HELP
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
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
- Hands-on support all year long
- A stronger employer brand
- A healthier, happier workplace
OUR PROCESS
How We Make Employee Benefits Simple
Discovery & Assessment
Understanding your people, goals, and current plan.
Discovery & Assessment
Understanding your people, goals, and current plan.
Custom Solution Design
A strategic recommendations package tailored to your business.
Implementation & Rollout
Thoughtful implementation rollout from setup to launch.
Ongoing Management
Renewals, cost control, updates, and support — all year long.
Employee benefits
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?
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.
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?
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.
4. What can you realistically invest?
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.
5. What promise do you want to make to your team?
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.
TESTIMONIALS
Real voices. Real results. Real transformation.
Emily Shrider, HR Manager
FlexBEN simplified our benefits administration, saving us time and resources. Their commitment is unmatched.”
Michael Carter, HR Manager
Creative, practical, and people-first. Our team is healthier, happier, and more productive