Introduction

Small teams need enterprise‑grade benefits without enterprise‑grade timelines. Summit’s fast‑track group benefits program is designed for Canadian employers with 2–50 employees and targets initial quotes within 48 business hours of receiving a complete census and plan preferences, with a streamlined 30‑day path to go‑live. Available across Canada (excluding Quebec). For complex cases, timelines may vary—transparency comes first.

Who this program serves (2–50 employees)

• New plans for founders hiring their first employees (2–15) and scaling teams (16–30, 31–50)

• Employers operating across multiple provinces (excluding Quebec)

• Teams moving from an HSA‑only setup to insured extended health and dental

• Organizations replacing an underperforming plan at renewal without disruption

Service‑level targets (SLA)

Our standard service targets are designed to set clear expectations. Actual timelines depend on the completeness of your submission and carrier underwriting requirements.

• Quote turnaround: 48 business hours after a complete census and preferences are received

• Plan design review: within 3 business days of quote delivery

• Underwriting submission: within 1 business day after plan selection and sign‑off

• Member onboarding and payroll file setup: completed ≥7 business days before effective date

• Broker response time: same business day for email; urgent items prioritized via phone/text

• ID cards and booklets: digital distribution as soon as issued by the insurer; physical fulfillment varies by carrier

30‑day go‑live: what happens when

• Day 0–2: Intake. Submit census (employees/dependents, province, DOB, family status, start date), plan goals (coverage priorities, waiting period, classes), and any prior plan info.

• Day 2–4: Quote pack delivered. We benchmark options aligned to your goals and budget guardrails.

• Day 5–10: Plan design workshop. Confirm co‑insurance, deductibles, maximums, waiting period, and eligibility classes; lock final selection and effective date.

• Day 10–15: Underwriting & contract. Application forms prepared; signatures collected; initial billing preferences set.

• Day 15–20: Implementation. Employer portal setup, payroll mapping, and employee communications finalized.

• Day 20–30: Enrolment & launch. Digital onboarding, ID cards/booklets distributed, manager FAQs and claims how‑to shared.

Headcount‑based plan scaffolds (choose one, then tailor)

What we need for a 48‑hour quote

Submit a complete, accurate package to keep underwriting fast and clean:

• Employee census: name/ID, province, postal code, date of birth, gender marker (if required by carrier), family status, hire date, class/role, salary (for salary‑based benefits)

• Plan goals: coverage priorities, target effective date, waiting period, probation policy, eligibility classes

• Prior plan (if any): current booklets, most recent invoice, any renewal or claims summary

• Employer contributions: intended cost‑sharing for each line (Health, Dental, Life/AD&D, STD, LTD)

• Operational notes: remote/distributed workforce, seasonal staff, union/non‑union distinctions

Administration, payroll, and compliance notes

• Provinces: plan design and rating differ by province; Summit supports all provinces except Quebec

• Waiting period: align with employment agreements to avoid inequity or payroll errors

• Tax treatment: design LTD contributions accordingly (many employers prefer employee‑paid LTD for tax‑free benefits)

• Privacy: employee data handled under Canadian privacy regulations; use secure channels for census and enrolment

• Payroll: map benefit codes and taxable/non‑taxable items; confirm employer/employee splits for each line

• Communications: provide employees with a clear summary of coverage, claims steps, and contact channels

How we get paid (full transparency)

We disclose compensation on every placement. See Summit’s policy on broker compensation at How We Get Paid.

FAQs for 2–50 teams

• Can we launch faster than 30 days? Yes—if your census is complete and underwriting is straightforward, expedited timelines are possible. We’ll confirm feasibility at intake.

• Are two employees enough for a group plan? Yes. Carriers apply minimums by product and province; we’ll advise on best‑fit structures for very small groups.

• Can we start with HSA only? Yes. Many 2–15 teams start with an HSA and add insured Health/Dental later; we’ll design with that evolution in mind.

• Do you support multi‑province teams? Yes, across Canada excluding Quebec. We coordinate province‑specific requirements and communications.

• Can we keep contributions predictable? Yes. Use class‑based design, HSA caps, and co‑insurance/deductible settings to control volatility.

• Will employees get help using the plan? Yes. We provide launch materials, claims how‑to, and ongoing broker support with same‑day responses on business days.

Get started

• Prefer a guided intake? Contact our team via Contact Us.

• Want to learn more about Summit? Visit About Us.