Employee Benefits & Retirement

Benefits Consulting organizes HUB's core plan advisory work — the strategic, actuarial and analytical capabilities that determine whether a benefits plan performs financially, meets employee needs and remains compliant across provincial requirements. Actuarial services bring the forecasting and reserve modelling plan sponsors need to understand their multi-year cost trajectory; pharmacy benefits management addresses drug plan design and cost containment; and benefits communication ensures employees understand and use the programs their employer has invested in.

HUB’s consulting approach helps clients anticipate change and plan with confidence: monitoring federal and provincial legislation, identifying cost drivers and emerging health risks before they affect plan performance and projecting the benefit plan sustainability Canadian employers need through benchmarking and analytics. This is the advisory foundation behind every well-designed benefits program.  

Health & Productivity organizes HUB's workforce health and wellbeing advisory around the programs that keep employees engaged, present and performing — employee health and wellbeing programs, absence management, disability management and the data analytics that identify where health-related costs are concentrated in the workforce. The connection between workforce health and plan affordability is direct: disability and absence claims are among the highest-cost and most manageable cost drivers in a Canadian benefits plan when addressed proactively rather than reactively. 
HUB's Health & Productivity advisory uses workforce persona insights and utilization data to target programming where it will reduce loss drivers most effectively — addressing the diversity of health needs across a multi-generational, multi-geography workforce without the blanket benefit increases that inflate plan cost without improving outcomes.  

For plan sponsors with employees working across the Canada-U.S. border, this solution domain brings together HUB’s Cross-Border Benefits advisory services. It supports employers as employees move between Canada and the U.S. and need benefits guidance across both markets.  
Coverage gaps for employees crossing the border are predictable and preventable with the right advisory structure in place.

Compliance & Governance organizes HUB's regulatory intelligence and plan sponsor governance advisory, keeping employers current on the federal and provincial legislative changes that affect group benefits and retirement plans. The Government Benefits Update is HUB's annual flagship resource for plan sponsors tracking regulatory changes; ongoing Compliance Bulletins address specific legislative developments such as national pharmacare legislation and Quebec's Bill 68 as they occur.

Multi-jurisdiction compliance is a year-round operational requirement for plan sponsors — not an annual renewal consideration. HUB's compliance advisory equips plan sponsors, boards and governance committees with the information and frameworks to make objective, defensible plan decisions — particularly important as Capital Accumulation Plan guidelines, provincial pay transparency requirements and pharmacare developments continue to evolve. 

Retirement & Financial Planning organizes HUB's advisory across plan design, member communications and governance for the group retirement plans employers sponsor. With Capital Accumulation Plan (CAP) guidelines continuing to evolve and retirement readiness an increasing concern for both employees and plan sponsors, the design and stewardship of group retirement programs has become a sustained governance and advisory discipline rather than a product selection exercise.

HUB's retirement advisory takes a long-term view of your workplace savings program. We benchmark plan performance, assess whether contribution levels are on track and deliver clear member communications—turning retirement savings into real financial confidence for your employees.

Individual Benefits organizes HUB's advisory for coverage needs that sit outside or above the group plan — the gaps in executive and individual-level coverage that standard group programs are not designed to address. This includes executive benefits, life insurance, living benefits, disability top-up, retiree benefits and health and welfare trust solutions for organizations that need tailored financial protection for specific people or groups beyond what the group program provides. 
The practical need is most acute for executives and senior leaders whose compensation and benefit expectations exceed the standard group plan ceiling, and for departing employees and retirees who need continuity of coverage after transitioning out of the active group plan. HUB's Individual Benefits advisory coordinates with the group benefits program design to identify where these gaps exist and structure the most appropriate individual-level solutions.