Give every employee a plan that fits their life - and finally get credit for what you're paying.
One plan for everyone only works for about half your team. Flexible benefits let each employee choose their own health and dental coverage - so the people who barely touch the plan finally get something they value, and the people who lean on it get what they actually need.
Each employee picks from three options in health and three options in dental. Whatever they don't spend rolls into a Health & Wellness Spending Account they control - so every employee, heavy user or not, ends up with a plan that feels built for them.
A flexible benefits plan lets each employee choose their own level of health and dental coverage - three options in each - instead of one fixed plan for everyone. Unused dollars roll into a Health & Wellness Spending Account they control, so every employee ends up with coverage that fits their own life.
RiskX is a Canadian independent employee-benefits and group-retirement brokerage, founded in 1994, serving employers across Canada from offices in Calgary and Toronto.
Last updated: August 2026
Most plans are one-size-fits-all. This one isn't.
Traditional group plans are "defined" - if a service is in the booklet, it's covered; if it isn't, you're out of luck. Everyone gets the same coverage whether they use it or not. A flexible benefits plan flips that: each employee chooses their own level of health and dental coverage - three options in each - and whatever they don't allocate becomes their own Health & Wellness Spending Account dollars, for massage, physio, prescriptions, or whatever they actually use.
One plan for everyone only works for about half of them.
01 · The people you most want to keep
Your healthiest employees barely use it.
Younger, healthier staff rarely touch a traditional plan - so it does almost nothing to make them want to stay. The benefit you're counting on to keep them is basically invisible to them.
02 · Real money, little credit
You're paying full price for a shrug.
Benefits are one of your biggest line items. When a big share of the team never engages with the plan, most of that spend isn't buying you any goodwill.
03 · It isn't doing its one job
A plan exists to attract and keep people.
If half your team feels nothing about it, it's failing at the only thing it's there to do - no matter what it costs.
A plan half your team doesn't value is a retention problem you're already paying for.
When a big share of your team never engages with the plan, you're paying full cost for something that isn't helping you attract or keep them. And chasing a lower rate doesn't fix it - every carrier is selling more or less the same one-size-fits-all plan, so switching just resets the booklet at a slightly different price. The fix isn't a cheaper version of the same plan. It's a plan people actually value.
We've been designing benefits Canadians actually value for 32 years.
We don't hand you a plan and disappear until renewal. We design the program around your team, then run it - enrollment, education, the booklets, the ongoing reviews - so it lands as your win, not just another deduction on a pay stub.
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years in Canadian employee benefits
100s
of Canadian clients we run programs for
We run it - you get the credit.
Every employee builds the plan around their own life.
Here's what your team sees. Each person picks from three options in health and three options in dental - and whatever they don't spend becomes their own Health & Wellness Spending Account.
Step 01
We design it to fit your budget
We build the plan around what you spend today, then set the coverage levels your team chooses from.
Step 02
Each employee picks their coverage
Three options in health, three options in dental. A 26-year-old and a 42-year-old parent of three need very different things - so each person picks the levels that actually fit their life.
Step 03
Leftover dollars become theirs
Whatever an employee doesn't allocate flows into a Health & Wellness Spending Account they control - for massage, physio, prescriptions, and more.
This is a demo. All dollar values, coverage tiers, and costs shown are fictitious and for illustration only. For accurate pricing tailored to your team, book a call.
Illustrative figures shown for family coverage.
Health coverage
| Feature | Option 1 Selected | Option 2 | Option 3 |
|---|---|---|---|
| Prescription Drugs | 80% | 90% | 100% |
| Private Duty Nursing | $10,000 per year | $10,000 per year | $10,000 per year |
| Paramedical Services | $300 per Practitioner per year | $750 per year for Psychologist (including MSW / Clinical Counsellors) and for all other Practitioners $500 per Practitioner per year | $1,000 per year for Psychologist (including MSW / Clinical Counsellors) and for all other Practitioners $750 per Practitioner per year |
| Orthotics and Orthopaedic Shoes | $200 per year | $300 per year | $400 per year |
| Hearing Aids | $500 in any period of 60 months | $750 in any period of 60 months | $1,000 in any period of 60 months |
| Hospital | Semi Private Room | Semi Private Room | Semi Private Room |
| Vision Care | $200 every 24 months | $300 every 24 months | $400 every 24 months |
| Annual Cost | $895.92 | $1,282.08 | $1,560.72 |
Dental coverage
| Feature | Option 1 | Option 2 | Option 3 Selected |
|---|---|---|---|
| Basic Services | 80% to a maximum of $1,500 combined with Major Services | 90% to a maximum of $2,000 combined with Major Services | 100% to a maximum of $2,500 combined with Major Services |
| Major Services | 50% to a maximum of $1,500 combined with Basic Services | 50% to a maximum of $2,000 combined with Basic Services | 50% to a maximum of $2,500 combined with Basic Services |
| Recall Examinations | 1 every 9 months | 1 every 6 months | 1 every 6 months |
| Orthodontic Services | Not included | 50% to a maximum of $1,500 per lifetime for each dependent child | 50% to a maximum of $2,500 per lifetime for each dependent child and adult |
| Annual Cost | $959.16 | $1,240.32 | $1,530.72 |
Demo only - numbers are fictitious. Book a call for real pricing.
Most "flexible" plans aren't. Here's the difference.
What most brokers call flexible
One fixed health-and-dental plan with a small spending account bolted on top. The underlying coverage is still one-size-fits-all - everyone gets the same plan, plus a little extra to spend.
What this actually is
Real choice in the coverage itself. Each employee selects their own level of health and dental coverage, not just a top-up. The plan is built around the person, not the other way around.
What employers tell us changes first.
Across the employers we work with, the same thing comes up: people who used to treat benefits as a deduction they never used start paying attention. Younger staff stop tuning the plan out, the team treats it as something the company actually did for them - and it turns into a line worth putting in a job posting instead of a cost nobody notices.
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years running flexible benefits - without losing a single client on this plan.
Reflects RiskX's flexible-benefits book to date.
Flexible benefits questions Canadian employers ask us.
Is this real insurance, or just a spending account?
It's real group insurance. Each employee picks their level of health and dental coverage, and only the dollars they don't allocate roll into a Health & Wellness Spending Account. The core coverage is insured - the spending account is the flexible top-up, not the whole plan.
Will it cost more than our current plan?
Typically no. The plan is designed to fit what you spend today, and it can be built as lean or as rich as you want. The goal is more value from the same dollars, not a bigger bill.
Do healthy employees end up subsidizing everyone else?
On plans where employees share the premium cost, healthier staff often pay the same as heavy users but get far less back - and they notice. A flexible plan fixes that: everyone chooses coverage that fits their own use, so no one feels like they're paying for a plan built for someone else.
What if an employee picks the wrong level?
Employees choose at enrolment and can adjust at the next enrolment window or after a life event like a new baby or a marriage - the same way any group plan handles changes.
Are we too small for this?
It works best for teams of roughly 10 or more on the benefits plan. If that's you, it's worth a short conversation.
What happens to dollars an employee doesn't use?
They become Health & Wellness Spending Account dollars the employee controls - for things like massage, physiotherapy, or prescriptions. Wellness dollars can even be directed toward a Group RRSP, turning unused benefits into retirement savings.
How is this different from just adding a health spending account?
A spending account on its own is a top-up on a fixed plan. Here, employees choose the actual coverage levels - so the plan fits the person, not just a little extra to spend.
See what your team's plan could look like.
A 10-minute call is enough to show you how flexible benefits would work for your team - and what it would cost.
Book a 10-minute call