Flexible health and dental for your team.
Help employees choose from the coverage options available in your plan, with clear costs and limits.
Health and dental insurance through RiskX is available in Alberta and Ontario. Eligibility, coverage and pricing depend on the selected plan.
A flexible benefits plan offers choices among the health and dental coverage levels available in the selected plan. Some designs include spending accounts. Coverage, allocation rules and eligible expenses depend on the plan terms.
RiskX is a Canadian independent employee-benefits and group-retirement brokerage, founded in 1994, serving group retirement employers across Canada outside Quebec, with health and dental licensing in Alberta and Ontario.
Last updated: August 2026
Most plans are one-size-fits-all. This one isn't.
Flexible benefits let employees choose among the coverage levels offered by their plan. Some designs also include spending accounts. Eligible expenses, allocation rules, tax treatment and unused balances depend on the account and plan terms. The demonstration below uses fictitious values and does not describe a standard package.
One coverage level cannot reflect every employee's needs.
01 · The people you most want to keep
Employees have different coverage needs.
Employees have different needs. Explain the available coverage and costs so each person can understand the value of the plan.
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.
Coverage choices help employees weigh their needs against the options and costs available in the plan.
Help employees understand the coverage they can choose.
Employees need to understand which benefits they can use, what is covered and what they pay. Review coverage, exclusions and cost alongside the choices offered. Changing providers alone does not establish a better fit.
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.
32
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.
The illustration below shows one possible design with three health and three dental options and a spending-account allocation. Actual plans may differ.
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
The example below has three health and three dental options. Actual choices and eligibility depend on the selected plan.
Step 03
Confirm unused-balance rules
If the plan includes spending accounts, confirm how allocations work and which expenses are eligible. Unused balances follow the account terms.
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 |
Compare coverage choices and spending accounts.
Fixed coverage with a spending account
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.
Coverage choices with a spending account
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.
Make the choices clear at enrolment.
Explain the choices at enrolment and revisit them when the plan allows changes. Give employees clear examples of coverage, limits and costs so they can compare options for their own needs.
Clear choices
Review coverage, costs and limits with your team.
Employee experience depends on the selected plan and how it is explained.
Flexible benefits questions Canadian employers ask us.
Is this real insurance, or just a spending account?
A design can combine insured health and dental coverage choices with spending accounts. Confirm which benefits are insured and which are reimbursed from an account in the selected plan.
Will it cost more than our current plan?
That depends on coverage, eligibility and pricing. Compare a written proposal with your current plan on the same basis; a flexible design does not guarantee a lower cost.
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 lets employees compare available coverage levels, costs and limits. It does not guarantee that everyone will use the same value in benefits.
What if an employee picks the wrong level?
Confirm the enrolment windows, eligible life events and any restrictions before choosing. Change rules depend on the selected plan.
Are we too small for this?
Eligibility and minimum participation depend on the selected plan. We can review the options available for your team size.
What happens to dollars an employee doesn't use?
Allocation, carry-forward and expiry depend on the plan and account terms. Do not assume unused health or wellness dollars can be moved to a Group RRSP; confirm the permitted treatment first.
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.
Book a meeting to see how flexible benefits would work for your team - and what it would cost.
Book a meeting