Introduction

This 5‑step intake is the fastest way for Canadian employers (excluding Quebec) to brief Summit’s Employee Benefits team so we can scope, market, and compare the right plan designs and rates. It mirrors the questions our brokers use, minimizes back‑and‑forth, and aligns with our commitments to transparency and data privacy. See our mission and values on the About Us page and privacy details in the Privacy Policy.

What you’ll need at a glance

• Legal business details and locations (outside Quebec only)

• Headcount and eligibility rules (full‑time/part‑time, waiting periods)

• Current benefits plan details (if any) and renewal dates

• Coverage priorities and budget ranges

• Administration preferences (payroll integration, broker of record, communications)

Table: who completes each section

Step 1 — Company profile and workforce

Start in 2 minutes Kick off your benefits intake now. It’s the fastest way to brief our team and get market options.

• Start the Intake (2 min)
• Talk to a benefits broker or email hello@summitcover.ca

Provide organization and workforce fundamentals so we confirm eligibility, underwrite correctly, and structure the market submission.

Required fields checklist:

• Legal business name, operating name, and CRA BN (if available)

• Primary contact (name, title, email, phone)

• Headquarters address and all covered work locations by province/territory (service available across Canada excluding Quebec)

• Industry/NAICS and a brief description of operations

• Total eligible employees and breakdown: full‑time, part‑time, contractors (contractors typically not eligible unless specifically included)

• Eligibility rules: probation/waiting period, minimum hours/week, class structure (e.g., Executives, Salaried, Hourly)

• Average age by class (approximate) and gender distribution (optional)

• Employment status trends next 12 months (growth, reductions, seasonal)

• Payroll frequency (weekly/bi‑weekly/semi‑monthly/monthly)

Step 2 — Current plan (if applicable)

If you do not have a plan, skip to Step 3. If you do, these details allow apples‑to‑apples comparisons and targeted improvements.

Required fields checklist:

• Insurer/administrator and plan type (fully insured, ASO/administrative services only)

• Renewal date and current rates or single‑rate equivalents by class

• Current coverages and key parameters (attach most recent booklet/summary if available):

• Life/AD&D; Dependent Life

• Disability (STD/LTD): definitions, elimination periods, taxability

• Extended Health: drugs formulary, coinsurance, deductibles, out‑of‑country, paramedicals, vision

• Dental: basic/major/ortho, annual maximums, recall intervals

• Health Spending Account (HSA) / Wellness Spending Account (WSA)

• EAP/mental health benefits, virtual care, telemedicine

• Funding/administration notes: pooled vs experience‑rated lines, reserves/IBNR (if ASO)

• Recent plan performance (optional): last renewal change %, any plan design amendments

• Broker of record (if any) and service concerns or improvement goals

Note: Do not include individual personal health information. Aggregate, plan‑level documents (e.g., booklet, most recent renewal) are sufficient.

Step 3 — Coverage priorities and budget

Tell us what matters most so we design toward outcomes (attraction, retention, cost control) instead of one‑size‑fits‑all.

Required fields checklist:

• Primary objectives (rank top 3): talent attraction, retention, total rewards parity, cost containment, improved mental health access, family coverage, retiree strategy

• Must‑have vs. nice‑to‑have features (e.g., orthodontics, fertility/IVF, gender‑affirming care, paramedical limits, vision enhancements)

• Preferred employee cost share (employer % vs employee % by line of coverage)

• Budget guidance: target monthly employer spend per employee (PEPM) or total annual budget band

• Plan philosophy: traditional insured vs. HSA/WSA emphasis vs. hybrid

• Classing needs: executives vs. broader staff; union vs. non‑union

Step 4 — Compliance, administration, and integrations

Clarify how you want the plan operated day‑to‑day and how it should connect to your systems.

Required fields checklist:

• Provinces of employment (excluding Quebec) and any cross‑border employees

• Eligibility documentation and enrollment process preferences (digital preferred, paper acceptable)

• Payroll system and HRIS (if any) and desired integrations (eligibility file, deductions, GL mapping)

• Billing preferences: consolidated vs. by division, EFT setup

• Communication plan: onboarding materials, total rewards statements, enrollment sessions

• Governance: benefits policy documents, LTD taxability election, evidence of insurability handling

• Accessibility and language needs (English only or English/French materials for non‑Quebec worksites)

Step 5 — Submit securely and next steps

• Submit your completed intake and any plan documents via our secure channel: email hello@summitcover.ca or the Contact Us form. We will coordinate a secure file transfer link for larger files upon request.

• We acknowledge receipt within one business day, confirm any gaps, and begin marketing to multiple carriers/TPAs as an independent brokerage. See how we operate on How We Get Paid.

• Typical timeline: discovery call (30–45 minutes) within 2–3 business days; indicative options in 7–14 business days depending on case complexity and market conditions.

Download the questionnaire (PDF)

Request the Summit Benefits Intake Questionnaire (fillable PDF) by emailing hello@summitcover.ca or via the Contact Us page. We will send the latest version and a secure upload link for your completed file.

Why Summit for employee benefits

• Independent, Canadian brokerage with a people‑first, transparent approach. See About Us.

• Technology‑enabled service and dedicated account management backed by a 4.9/5 average rating from 350+ reviews highlighted on our homepage.

• Broad commercial expertise and active education through our Learning Center/Blog to support your HR team year‑round.

FAQs

• Who should use this wizard? Any Canadian employer outside Quebec seeking a new plan or a market comparison at renewal.

• Do you serve Quebec? Not at this time. Our benefits services are available across Canada excluding Quebec.

• How long does it take? Most teams complete the intake in 20–40 minutes; attaching a plan booklet and the latest renewal accelerates quoting.

• What happens after submission? We schedule a discovery call, confirm objectives and constraints, then market to multiple carriers/administrators and return a comparative proposal with our recommendations.

• How is my data protected? Summit stores and processes data in Canada and follows the practices outlined in our Privacy Policy. Avoid sending personal health information; aggregate plan documents are sufficient.

Related internal resources

• About Summit: About Us

• Transparency: How We Get Paid

• Contact and secure file transfer coordination: Contact Us

• Education hub: Learning Center / Blog