I.
Extended Health & Dental
A well-designed health and dental program is the cornerstone of any competitive benefits package. We design coverage that goes beyond the standard — with extended health maximums, paramedical coverage, vision, and executive dental that reflects the expectations of senior talent. From single-employee programs to large organizational plans, we ensure your coverage is comprehensive, cost-effective, and properly structured.
II.
Disability & Critical Illness
III.
Group Life Insurance
IV.
Benefits Administration
I.
Defined Contribution Plans
Defined contribution pension plans offer employers cost predictability and employees meaningful control over their retirement savings. We design DC plans that balance employer contribution generosity with administrative simplicity — selecting investment options, setting up member education programs, and ensuring the plan meets CRA and FSRA requirements.
II.
Defined Benefit Plans
A defined benefit plan makes a promise to your employees — a guaranteed retirement income, regardless of market conditions. That promise carries significant fiduciary responsibility, and we take it seriously. We support DB plan sponsors with actuarial coordination, investment policy governance, member communication, and ongoing regulatory compliance.
III.
DPSP & Group RRSP
Deferred Profit Sharing Plans and Group RRSPs are flexible, cost-effective alternatives to formal pension structures — powerful tools for aligning employee incentives with organizational performance. We design programs that reward loyalty and contribution, provide meaningful tax advantages for both employer and employee, and integrate seamlessly with your broader compensation strategy.
IV.
Fiduciary & Governance
I.
IPP Structuring
An Individual Pension Plan is a defined benefit pension plan established by a corporation for the benefit of a single key employee — typically a business owner or senior executive. An IPP allows for significantly higher annual contributions than an RRSP, particularly as the plan member ages, and those contributions are fully tax-deductible to the corporation.
II.
Past Service Contributions
One of the most compelling features of an IPP is the ability to make past service contributions — funding the pension benefit for years of service already worked inside the corporation. This can generate an immediate, substantial tax deduction for the corporation, while significantly increasing the total assets sheltered inside the plan.
III.
Terminal Funding
Terminal funding allows an IPP sponsor to make a lump-sum contribution to the plan at retirement — typically one of the largest single contributions the plan will ever receive, and fully tax-deductible. This strategy is particularly powerful when timed with a business sale or other significant corporate liquidity event.
IV.
Retirement & Succession
An IPP does not exist in isolation — it is one component of a sophisticated retirement and succession strategy. We integrate your IPP with your RRSP, TFSA, corporate retained earnings, estate plan, and business succession objectives to ensure every dollar is working as efficiently as possible.
I.
RCA Structuring
A Retirement Compensation Arrangement is a trust established by an employer to fund supplemental retirement benefits for key employees or executives. Contributions are fully tax-deductible to the employer, and 50% is remitted to CRA as a refundable tax — returned when benefits are paid out in retirement, typically at a lower marginal rate.
II.
Employer-Funded RCAs
RCAs are particularly powerful as employer-funded executive compensation tools. A corporation can contribute to an RCA on behalf of a key executive, generating a full corporate tax deduction in the year of contribution. The executive does not include the contribution in income until benefits are received — creating a meaningful deferral advantage.
III.
RCA vs. IPP Strategy
Both RCAs and IPPs are powerful executive retirement tools — but they serve different purposes and suit different situations. We analyze your compensation history, corporate tax position, retirement timeline, and estate objectives to determine which structure — or what combination of both — delivers the optimal outcome.
IV.
Executive Retirement Design
For senior executives and business owners, retirement is rarely simple. We integrate your RCA within a comprehensive executive retirement strategy — coordinating with your IPP, RRSP, corporate investment account, and estate plan to ensure that your retirement income is maximized, your tax burden is minimized, and your legacy is protected.
I.
Key Person Insurance
Every successful business depends on a small number of individuals whose loss would have an outsized financial impact. Key person insurance provides the corporation with a tax-free capital infusion upon the death or disability of that individual — funds that can be used to recruit a replacement, retire debt, satisfy client obligations, or stabilize operations during a period of transition.
II.
Buy-Sell Agreements
A shareholders’ agreement without insurance funding is, in many cases, an unenforceable promise. When a shareholder dies, becomes disabled, or triggers a departure clause, the remaining shareholders must have the financial capacity to purchase the departing owner’s shares. We design insurance-funded buy-sell structures that ensure your agreement works exactly as intended.
III.
Shareholder Protection
Comprehensive shareholder protection requires a coordinated review of your shareholders’ agreement, your corporate structure, your insurance coverage, and the valuation methodology used to price the shares in a triggering event. We work alongside your corporate lawyer to ensure every element of your protection plan is aligned.
IV.
Corporate-Owned Life Insurance
