Your people are quietly stressed about money - and it's costing you more than you think.
A group retirement plan helps your team build a future they can see - and helps you keep them. It's simpler and more affordable to run than you've probably been told.
A group retirement plan lets employees save straight from payroll, often with an employer match. For employers, it's one of the most valued benefits for recruiting and keeping people - and modern plans are inexpensive to start and nearly hands-off to run, which is the opposite of what most owners assume.
Book a 10-minute callAlready have a group RRSP?- you're now expected to review it$658K
Illustrative - a 30-year-old on a $60K salary, saving 5% of pay with a 3% employer match to age 65, using FP Canada's 2026 projection assumptions (about 5% net yearly growth). Not a guarantee.
Why employers add one
- Keeps your best people - employers rank retention the #1 payoff
- Starts small - plans work from a 1% employer match
- Nearly hands-off - payroll-integrated, admin handled for you
Fewer than 1 in 5 Canadian small and mid-sized employers offer a retirement plan - yours can stand out.
Sources: HOOPP / Angus Reid employer surveys (2024-25); C.D. Howe Institute (2026); FP Canada Projection Assumption Guidelines (2026).
A group retirement plan is an employer-sponsored savings program - usually a Group RRSP, DPSP, or TFSA - that lets employees save for retirement through automated payroll deductions, often with an employer match. RiskX builds simpler, lower-fee Canadian group retirement plans as an independent advisor for the Common Wealth platform, with no carrier lock-in and no advisor commission deducted from employee fees.
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
Money stress doesn't stay home. It shows up at work.
For most of your team, money is the biggest weight they carry. 42% of Canadians say money is their single greatest source of stress - more than health, relationships, or work itself. And retirement can feel so far out of reach they stop trying.
Financial stress quietly drains focus and morale. Over half of workers spend 15+ minutes a day distracted by money worries on the job - and financial stress costs an estimated $69.5 billion a year in lost productivity across Canada.
Unaddressed, that stress becomes turnover. People leave for employers who seem to care about their future - and replacing them is expensive (more on that below).
"Money stress doesn't stay home. It shows up at work."
Financial stress and burnout are deeply linked - see how we support mental health →
Sources: FP Canada, Financial Stress Index (2025); National Payroll Institute (2025).
You've been told it's expensive and complicated. It's neither.
“It'll cost too much.”
A plan can start at a 1% employer match - and scale from there, even rewarding longer-tenured employees more if you want. Employer contributions are tax-deductible, and you're already paying into CPP; this is an incremental, controllable benefit. Because replacing an employee runs 50-200% of their salary, even a small drop in turnover can offset the whole cost.
“It'll be a huge admin headache.”
Modern plans are a few minutes extra per payroll run. No paper, no filing cabinet, no chasing forms. The provider handles setup, onboarding, and the ongoing administration. It's a tech product, not a binder.
We're the guide who makes this simple - and we're not tied to any one carrier.
We're an independent Canadian brokerage - 32 years and hundreds of businesses served, helping employers across the country build benefits their people actually value. Because we're independent, we recommend what fits you, not a carrier's quota. And with the federal CAPSA guidelines updated in 2024 for the first time in two decades - employers are now expected to review their plans - having a guide who knows them matters more than ever.
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we work for you, not a carrier.
What does a modern group RRSP actually look like?
The group RRSP we set up and manage runs on Common Wealth, Canada's fastest-growing group retirement platform - built for small and mid-sized employers, not retrofitted from a legacy system.
Start small, scale later
Begin at a 1% employer match and grow it when you're ready; you can even reward longer-tenured employees more.
A few minutes per payroll
Contributions flow through payroll; setup, onboarding, and admin are handled for you.
Built for phones
Employees enrol and manage it from an app - no hour-long onboarding calls or paper forms.
Tax-smart
Employer contributions are tax-deductible, and contributions come straight off payroll. (A group TFSA can also be set up alongside the RRSP if it fits your team.)
"Won't my employees be overwhelmed choosing investments?"
No - and that's by design. Rather than dozens of confusing funds, employees get a short, curated menu, and most are guided to a target-date fund that automatically shifts from growth to safety as they near retirement. Set-and-forget for the employee, nothing to police for HR.
Common Wealth is privately owned, group-retirement is the only thing it does, and it's been named World Finance's Most Innovative Retirement Company. About 75% of employees contribute when a plan is offered, and 40-50% enrol right from their phone - so the benefit actually gets used. (Figures reported by Common Wealth.)
Participation and platform figures reported by Common Wealth.
A team that feels secure stays - and does better work.
A workplace plan measurably changes how people feel about their future: retirement confidence runs 0% among those with a workplace plan versus 0% without. That confidence shows up as engagement, loyalty, and lower turnover - while government benefits replace under 40% of working income, so the plan you offer is, for many employees, the difference between dreading retirement and looking forward to it.
Sources: HOOPP Canadian Retirement Survey; SHRM and Gallup (employee replacement cost).
See what reducing turnover is actually worth.
Your turnover is costing you about
$157,500/yr
Potential savings
$52,500/yr
Bring turnover from 18% to 12% and you'd save by keeping more of the people you'd otherwise lose - often enough to offset much of the plan's cost.
Illustrative only. Based on your inputs and Canadian averages.
Group retirement questions employers ask us.
How little can we start with?
As little as a 1% employer match - and you can scale up or reward tenure later. There's no requirement to start big.
Is it really not a lot of admin?
Correct - it's a few minutes extra per payroll cycle. Setup, onboarding, and ongoing administration are handled for you.
Won't my employees be confused by the investments?
No - they get a short curated menu, and most use a target-date fund that adjusts automatically as they age.
What types of plans are there?
The group RRSP is the most common starter, and a group TFSA can be added for flexibility. We'll match the structure to your goals - without burying you in acronyms.
Why independent advice instead of going to a bank directly?
Because we're not tied to one carrier, we recommend what fits your workforce and budget - and we keep reviewing it, rather than selling it once and disappearing.
If you already offer a group retirement plan, you're now expected to review it.
The 2024 CAPSA guidelines - the first major update in two decades - mean employers are expected to regularly review their plan's fees and outcomes. Legacy plans often carry high fees that come straight out of your employees' retirement savings, clunky tech, and a broker who sold it and vanished. A review is low-friction, and switching keeps your plan design and matching intact.
See if your plan needs a review