Introducing your first benefits plan to your team
HSA is the best option for your business, no fixed-and-increasing premium, you set the budget, you keep it if your employee don’t use it, that just make sense
Health Spending Accounts for Canadian businesses
Flexible health benefits for Canadian teams. You set the allocation; your employees choose eligible care. Wellbytes administers the claims.
Have a team of 10 or more? Talk through your options.
Prefer a quick walkthrough?
Hear Jayson explain benefits options before you compare costs and choose a plan for your team.
Benefits that fit your business
Whether you’re introducing benefits or reviewing what you already offer, start with what your team needs.
HSA is the best option for your business, no fixed-and-increasing premium, you set the budget, you keep it if your employee don’t use it, that just make sense
Your team already has insurance. An HSA can help with eligible expenses left unreimbursed by that coverage.
As your team grows, people’s healthcare needs differ. Give employees flexibility to use their benefit for eligible care that matters to them.
Choice where it matters
From dental treatment to prescription glasses, employees choose eligible expenses for themselves and covered dependants.
Dental cleanings and qualifying treatment.
Explore dental expensesPrescription glasses, contact lenses and eligible eye care.
Explore vision expensesEligible prescription medicines and medical supplies.
Explore medical expensesQualifying therapy, subject to practitioner and expense conditions.
Check provider conditionsFrom allocation to reimbursement
Set the plan, let employees choose eligible care, and follow claims in one digital workflow.
Start your online setupHave your registered business name, address and contact details ready.
Keep allocations and claim records together digitally, with help from a Canadian team.
Choose benefit amounts, employee classes and plan terms. Confirm the funding arrangements for your business.
Employees pay for care and upload their receipts and supporting documents through the app.
Claims are checked against eligibility, documentation and plan requirements. Approved amounts are reimbursed by direct deposit.
Clear pricing. Practical choices.
Compare claims-based and annual fees. Your employee allocations and funding arrangements are confirmed separately during setup.
10%of reimbursed claims
Pay for administration as your team uses its HSA.
Plan around your
benefits budget.
Fees are based on your projected annual benefits budget.
Amounts are in Canadian dollars. Applicable taxes are additional. Funding requirements, plan terms and final pricing are confirmed during setup.
Make the numbers tangible
Explore how allocation and usage affect the annual cost for your team.
Enter 1–100,000 employees. This estimate assumes the same allocation for each employee.
Enter a whole number of employees from 1 to 100,000.
Your illustrative annual estimate
An allocation is the benefit amount available, not a bill or a funding forecast. Actual costs depend on approved claims, taxes and plan arrangements.
This separate tool asks for company details. Results use its own assumptions and do not determine your actual tax savings. For an estimate without contact details, use the cost estimator above.
More value from your compensation budget
In this example, your employee receives $2,000 more for eligible healthcare, while your business spends $3,500 less before applicable taxes. Here’s how the two options compare.
Separate example for one employee. These figures do not change with the team estimator above.
Make an informed benefits decision
These options serve different needs. An HSA can complement insured benefits by reimbursing eligible amounts that another plan leaves unpaid.
| What to consider | Insured health benefits | Wellbytes HSA |
|---|---|---|
| How costs work | Premiums based on the insurer’s policy and pricing. | Employer-funded reimbursements and administration fees under your chosen arrangement. |
| Employee choice | Coverage categories and limits are set by the policy. | Employees use their allocation across eligible expenses, within plan terms. |
| Unused benefits | Paying a premium does not usually create a refundable employee balance. | Allocation carry-over and unused funding follow your plan and funding terms. |
| Protection limits | Some policies cover substantial costs, subject to coverage limits and exclusions. | Reimbursements are limited to the available allocation. An HSA is not insurance. |
| Using both | Submit to applicable insurance coverage first. | Submit eligible unpaid amounts with the other plan’s benefit statement. No duplicate reimbursement. |
Premiums based on the insurer’s policy and pricing.
Employer-funded reimbursements and administration fees under your chosen arrangement.
Coverage categories and limits are set by the policy.
Employees use their allocation across eligible expenses, within plan terms.
Paying a premium does not usually create a refundable employee balance.
Allocation carry-over and unused funding follow your plan and funding terms.
Some policies cover substantial costs, subject to coverage limits and exclusions.
Reimbursements are limited to the available allocation. An HSA is not insurance.
Submit to applicable insurance coverage first.
Submit eligible unpaid amounts with the other plan’s benefit statement. No duplicate reimbursement.
Your next step
Whether you’re introducing benefits or adding flexibility to an existing plan, start with your people, your priorities and your budget.
Before you get started
The details that matter when you’re choosing benefits for your employees.
Employers can offer an HSA to eligible employees through a properly structured plan. Business structure, employment relationships, employee classes and plan design matter. Wellbytes can help you review the appropriate setup.
Your business funds approved reimbursements plus a 10% administration fee and applicable taxes. There are no setup, monthly or annual subscription fees under Pay-As-You-Use. The Annual Plan uses a budget-based fee arrangement; contact Sales to compare the terms.
An employee allocation is the amount available for eligible claims. It is different from the money an employer has deposited. Carry-over, claim deadlines, reserve requirements and the handling of unused funding depend on your plan and funding agreement. Confirm these terms during setup.
You begin with your business and contact details. Have your registered business name, office address and contact information ready. Plan design, funding and activation requirements are confirmed as you move through setup.
Yes. An HSA can reimburse eligible amounts left unpaid by another benefits plan, within the available allocation and plan terms. Employees should use applicable coverage first and include the benefit statement. The same expense cannot be reimbursed twice.
An HSA has an allocation limit and does not replace insurance protection for every risk.
Eligible medical reimbursements under a qualifying Private Health Services Plan (PHSP) are generally non-taxable to employees for federal income tax purposes. Provincial treatment can differ, including Quebec. Employer deductibility and taxes on plan costs depend on applicable rules and your arrangements.
WSA reimbursements are generally taxable employee benefits. An HSA and a WSA should be administered separately.
Employees pay for care, then upload an itemized receipt and any required supporting documents through the Wellbytes app. Wellbytes reviews the expense against eligibility and plan requirements. Approved amounts are reimbursed by direct deposit.
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