Introduction

Quotes in 48 hours • Typical go-live ~30 days. This page explains exactly how Summit Commercial Solutions sets up small-group employee benefits for Canadian employers with 10–25 enrolled employees. Service area: Canada (excluding Quebec).

As an independent Canadian brokerage, we shop multiple insurers and disclose how we’re compensated so you understand costs end-to-end. See our commitment to transparency: How We Get Paid.

Who this is for

• Employers with 10–25 employees on Canadian payroll (any province or territory except Quebec).

• New plans, plan replacements, or renewals requiring a fast, structured market comparison.

• Budget owners who want clear PEPM/PEPY math, class-based designs (owners vs. staff), and clean implementation with payroll/HRIS coordination.

What we can include (modular design)

• Extended health (prescriptions, paramedical, vision), dental, travel emergency

• Life/AD&D, dependent life, short-term disability (STD), long-term disability (LTD)

• Health Spending Account (HSA) and optional Wellness Spending Account (taxable WSA)

• Employee & Family Assistance Program (EFAP) and virtual care add‑ons

Notes

• Designs and availability vary by province and underwriting. Quebec is excluded from this offer.

• Classing (e.g., owners/managers/staff) and probationary waiting periods can be applied.

Fast setup: step-by-step (How

To) 1) Discovery call (Day 0–1)

• Confirm headcount (10–25), provinces of employment, target effective date, budget, and plan objectives. 2) Employee census + current plan docs (Day 1–2)

• Provide census (anonymized age, gender marker, province, coverage tier) and, if replacing, prior rates and claims summaries when available. 3) Market to insurers (Day 2–5)

• We market to multiple Canadian carriers and align quotes to identical benefits for apples‑to‑apples comparison. 4) Side‑by‑side analysis (Day 5–7)

• We present rate, benefit, pooling, renewal methodology, and contractual differences. Finalize plan design and classes. 5) Employer sign‑off (Week 2)

• Select carrier, sign applications, finalize payroll deductions and cost share. 6) Enrollment + onboarding (Week 2–3)

• Digital enrollments, evidence of insurability (if required), beneficiary designations, booklet drafts. 7) Carrier implementation (Week 3–4)

• Contract issuance, billing setup, welcome kits, wallet cards/IDs. 8) Go‑live and first payroll (≈ Day 30)

• Confirm first invoice and payroll sync; set renewal and quarterly service cadence.

For questions at any point, our claims and service team is available: Claim Services and Contact Us.

PEPM and PEPY budgeting examples (illustrative)

Assumptions: employer‑paid insured plan; typical pooled small‑group benefits; standard age mix; Canada (excluding Quebec). Numbers are examples only—your quote will reflect your group’s demographics and design.

• PEPM = per employee per month; PEPY (per employee per year) ≈ $1,920 (Essentials) or $2,640 (Enhanced).

• Adjust for employer cost share: e.g., at 75% employer-paid, multiply group annual by 0.75.

• Add or remove benefits (e.g., LTD/STD, HSA) to tune the PEPM up or down.

Implementation requirements

• Employee census (template provided), desired effective date, billing address

• Corporate legal name and CRA business number; provinces of employment (excluding Quebec)

• Payroll provider details and employer/employee cost‑share rules

• Prior plan documents and 12–24 months claims/utilization (if replacing)

• Class definitions and waiting periods (if applicable)

Underwriting and funding options

• Fully insured (standard for 10–25 lives)

• Insured + HSA blend for predictable core coverage with flexible top‑ups

• Evidence of insurability may be required for amounts above non‑evidence limits (NEL); timing handled during enrollment

Compliance and provincial notes

• Provincial health integration, drug formularies, and employment standards vary by province.

• Quebec has distinct statutory requirements and RAMQ coordination; this offer explicitly excludes Quebec.

• Privacy and data handling follow Canadian requirements. See: How We Get Paid for our disclosure practices; contact us for privacy and contracting details.

Why Summit for small-group benefits

• Independent, multi‑market shopping for best value and fit

• Transparent compensation and clear renewal strategy: How We Get Paid

• Fast, structured rollout with clear owner and timeline at each step

• Ongoing service for adds/terms, claims issues, and policy changes; start here: Contact Us

FAQs

• How fast are quotes and go‑live? Quotes typically within 48 hours of receiving a complete census; standard go‑live is ~30 days from carrier selection.

• What’s the minimum size? This program is designed for 10–25 enrolled employees in Canada (excluding Quebec).

• Can we class owners and managers differently? Yes—within insurer guidelines and provincial rules.

• Can we combine insured benefits with an HSA? Common for 10–25; we’ll model tax and cost impacts.

• What drives pricing? Age mix, province, industry, plan design (especially drugs, dental, LTD), pooling levels, and prior claims (if replacing).

• How do you get paid? Insurer commissions and, where applicable, client‑agreed fees—fully disclosed. See: How We Get Paid.

Next steps

• Send a census and target effective date to start the market exercise.

• Or contact our team to discuss budget and design options: Contact Us.