Group Health & Dental · Kelowna, BC
Health & Dental Benefits Built Around Your Team
Benefits. Handled. Extended health, dental, practitioner coverage, vision, prescription and travel coverage, disability, and EAP, whether you're a small team of 2 or a large company with locations across the region, we build a plan that truly fits your goals and needs, with the sustainability and flexibility you may not have been able to find elsewhere.
5.0 out of 5 · 17 Google reviews
What's Covered
There Are Lots of Options to Choose From, It Depends on Your Needs
You tell us what your needs and goals are, and we'll structure your plan to fit. Not every company should have the same renewal type, and not everyone in your company has to be on the same plan design.
Plans come with pay-direct cards for prescription drugs, practitioners, and dental, plus an app for benefit tracking and manual claims submission. Let us know what you'd like your coverage to look like for you and your team, and we can set it up.
What's Included
Coverage That Covers What Actually Matters
Extended Health
The core of most plans, covering the costs provincial health care doesn't.
- Extension to your provincial healthcare
- Prescription drug coverage, including direct-pay cards
- Paramedical & practitioner visits (physio, massage, chiro & more)
- Vision care
- Out-of-province & travel emergency coverage
Dental Care
Preventive and restorative coverage, scaled to fit your budget.
- Basic dental (cleanings, fillings, exams, X-rays, extractions, scaling, sometimes root canals)
- Major dental (caps, crowns, bridges, sometimes root canals)
- Child orthodontic coverage (optional)
Flex for Your Team
A set benefit budget, and your team chooses the bundle that actually fits them.
- Employees choose from a small number of preset health & dental bundles, built around a defined benefit budget for each class
- Selections typically lock in for a period (often two years) to keep the plan stable — with exceptions for real life changes like marriage, a new child, or gaining or losing spousal coverage
- Unused budget doesn’t just disappear — it’s often redirected into an employee’s RSP or TFSA instead
Health Spending Accounts & Cost Plus
Tax-efficient ways to go beyond your core plan, not a replacement for it.
- A Health Spending Account gives employees flexible dollars for costs outside the plan, layered on top of fully insured coverage
- Cost Plus lets you top up coverage for owners or key employees beyond what the group plan covers, without changing the plan for everyone else
- Reimbursements made this way are generally a deductible business expense and not a taxable benefit to the employee — always confirmed with your own tax advisor
Built Around Your Team
How This Typically Works at Your Size
Group insurance works a little differently depending on how many people you're covering. Select your team size for a quick, general idea of what usually applies, then answer a few quick questions below so Ralph can recommend what fits your team.
Small Teams (2–9 Employees)
- Usually fully pooled. Your group isn't large enough to average the ups and downs of claims history, or the fluctuations of hiring and firing, on its own, and administration costs remain high even though the group is small. In a fully pooled option, costs are smoothed across hundreds or thousands of small groups by the insurer. A bad year for your team doesn't spike your renewal the way it might for an even larger, claims-rated group.
- Mid to generous plan designs available. You're not limited to basic or anemic plan designs. You can select something that genuinely reflects your needs. Fully insured drug plans with no limits, varying options for practitioner coverage, and generous dental with child orthodontic coverage are all available.
- Flex for your team. Even as a small company, you're not stuck choosing only one plan design for all of your staff. You can offer multiple plan design options, and your staff can select the one that fits their needs.
Growing Teams (10–24 Employees)
- Selecting your renewal type matters. Fully pooled options with amazing customization and flexibility across multiple plan designs are available, however, you may also want to look at whether or not premium stability could be achieved on your own as well. This depends on many factors unique to your company, so an assessment is necessary.
- Room for more flexibility. You have enough headcount to reasonably support multiple employee classes, where each class has multiple plan design options available if that fits with your goals and aligns with the needs of your employees.
- You really have great options. Regardless of what you choose to do, you will understand the mechanism of your plan structure, and know how to navigate to achieve stability while maintaining attraction and retention.
Established Teams (25+ Employees)
- Partially claims-rated is common after 25 employees, and ASO becomes an option after 50 employees. You take on more of the claims risk in exchange for lower administration fees and lower costs when your group's claims experience is good, often paired with stop-loss protection to cap the downside.
- Blending renewal types can make sense. Rather than one funding method for everything, different coverage categories are sometimes structured differently within the same plan.
- Rate guarantees start to matter more here. Although you may have a sophisticated plan design with multiple structures and classes, your size starts to warrant longer rate guarantees. In some cases we can provide up to a 6-year guarantee, and manage disability administration as well.
Free Assessment
A Few Quick Questions, One Straight Answer
This is general guidance, not a quote. Every group is underwritten individually.
How We Advise
A Plan Is a Set of Decisions. We Help You Make the Right Ones.
Before anything is signed, there are four choices that quietly shape what your plan costs, who uses it, and how it holds up over time. Here is how we think them through with you.
Who pays for what?
Cost sharing
How premiums are split between you and your team affects how much the plan is valued, how many people join, and how disability benefits are taxed if they are ever paid. We help you choose the split on purpose, not by default.
How much risk do you want to carry?
Pooled or claims-rated
In a pooled plan, risk is spread across many groups, so one bad year is less likely to spike your renewal. Claims-rated plans reward good years but pass bad ones to you. It is hard to move back after a large claim, so we settle it up front.
What should drug coverage look like?
Generic, lowest-cost or brand
Each drug plan structure balances cost against choice differently. For most common medications, generics work the same way and the savings are real. We show you the trade-offs so you only pay for coverage your team will use.
Where does government coverage stop?
Filling the gaps, not doubling up
Provincial coverage handles physician and hospital care. Drugs, paramedical care, dental and vision are the gap. We map what you actually need against that gap, and explain how provincial programs work alongside a private plan.
Not sure where your business lands on these? Bring them to a conversation.
Talk It Through, Free 30 MinutesNot Sure How Your Plan Stacks Up?
Get a Free, No-Obligation Comparison
Send over what you already have, and we'll personally compare it against what's available today across our carrier network, then tell you straight where it stands.
Upload your documents
Your current benefits booklet, latest premium statement, or a recent renewal letter.
We compare it personally
Ralph reviews your coverage against comparable options across our carrier network.
Get a clear comparison
A straightforward, no-obligation report showing where your plan stands and see if there are better options available.
What Clients Say
Real Businesses, Real Coverage
“Ralph was incredibly patient with me. He walked me through customized options where our staff can fully utilize their benefits without breaking the bank for us as the employer, so nobody needs to overpay for things that don’t get used.”
“Ralph manages all our company benefits, hands down the best customer service in the industry. He takes the time to ask questions to thoroughly understand what’s needed even if I didn’t know exactly what I was looking at or why.”
“Ralph’s customer service is outstanding, he goes above and beyond to ensure clients receive the best health and dental benefits packages tailored to their needs… He’s able to customize amazing packages for people who are self-employed and for small to medium size businesses.”
Common Questions
Health & Dental FAQ
What's typically included in a group health and dental plan?+
A typical plan includes extended health (prescription drugs, paramedical/practitioner visits, vision, travel coverage) and dental care (basic and major dental, often child orthodontics), with plan design and coverage levels built around your team rather than a fixed template.
I already have an HSA, why would I need group benefits too?+
HSAs are great when your health costs stay predictable, but they aren't built for the unpredictable. Cancer drugs can run around $6,500 a month, epilepsy medication near $5,000 a month, and some biologic drugs cost hundreds of thousands per injection. A group plan with fully insured drug coverage means that risk sits with the insurer, not with you. An HSA works best as an add-on to a group plan, not a replacement for one.
Does the right plan structure change based on how many employees I have?+
Often, yes. Smaller groups are typically fully pooled, which smooths out a bad claims year across many small groups. As a group grows, options like flex-rated or claims-rated funding, and eventually ASO, can become realistic, sometimes blended together within the same plan. Every group is underwritten individually, so this is general guidance, not a quote. See the team-size breakdown above for more.
How do I know if my current plan is a good deal?+
The honest answer is we won't know for certain until we look at what you have. Send over your current benefits booklet, latest premium statement, and renewal letter for a free, no-obligation comparison. We'll give you a clear, straightforward picture of where your plan stands.
Will adding a group dental plan affect employees currently using the Canadian Dental Care Plan (CDCP)?+
It can, and it's worth explaining to your team before you roll out new coverage. CDCP eligibility is based on access to dental coverage, not whether someone actually enrolls or uses it, so once your group plan gives an employee (and their covered dependents) access to dental coverage, they generally become ineligible for CDCP, even if they choose not to sign up for your plan. That's not a downside of adding coverage, just something your team should hear from you first rather than discover on their own.
How is a group dental plan different from the Canadian Dental Care Plan (CDCP)?+
CDCP is a federal safety net for Canadians who don't have access to private dental coverage and fall under an income threshold (currently under $90,000 in adjusted family net income, with the portion you pay increasing in tiers as income rises). It exists to fill a gap, not to compete with employer benefits. A group plan typically differs in a few practical ways: there's no income test, coverage isn't limited to a set list of preauthorized procedures, employees generally aren't waiting on a government eligibility review before treatment, and your team can see any dentist rather than being limited to CDCP-participating providers.
Ready When You Are
Let's Build the Right Health & Dental Plan for Your Team
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