Author: Dave Patriarche
Interested in learning about and supporting our charity work?
Please join us on Saturday, June 20th, for an inspiring afternoon as we share updates on HATN’s initiatives in Mali and The Gambia. We are especially excited to provide an update on the Health Centre in The Gambia. After three challenging years, we are thrilled to say the project is now in its final stages of completion.
This year’s event will also feature live music by Van Mills, a popular local acoustic duo from the Stouffville area. Led by Dave and Van Mills, they perform a great mix of classic and contemporary rock favourites, sure to make for an enjoyable afternoon.
We look forward to welcoming the friends and family of HATN as we come together to celebrate the difference we can make together.
To help our chefs plan the menu, we encourage everyone to purchase tickets early.
BUY TICKETS HERE
Ontario Employers – Article HR Compliance Audit
Ontario employers are required to post many policies in their workplace. Littler had been good enough in the past to produce a list (and sources) to make it easier for employers to stay compliant. We have shared that each April or so (see link below) but it has NOT been updated since 2022.
Ontario Requirements for Mandatory Policies, Training, Postings and Information Sheets
Staying compliant in today’s fast-changing regulatory environment isn’t just a legal necessity—it’s a strategic advantage.
An HR Compliance Audit offers employers a clear, proactive way to ensure their policies, practices, and documentation align with current employment laws while identifying gaps before they become costly issues. If you are provincially regulated and operating in Ontario, take the time to complete the checklist* below to determine your level of compliance.
Read the article and see the list below.
Considering temporary lay offs in the coming months?
If you may be cutting back on staff, EI may keep them a bit more “whole” than they have in the past , making changes to help employees affected by economic slow downs.
The site below provides more details.
Temporary Employment Insurance measures to respond to major changes in economic conditions
Temporary Employment Insurance (EI) measures have been introduced to support workers in response to major changes in economic conditions. These measures will improve access to EI benefits.
Before you start receiving benefits, there is usually 1 week you won’t be paid called the waiting period. It’s like the deductible that you pay for other types of insurance.
Under the temporary measure, the waiting period is waived for all new claims for EI benefits that start between March 30, 2025 and April 11, 2026.
Don’t forget about box 85 when doing T4’s (if you share health and dental costs with staff)
As employers prepare T4’s, they can make like a bit easier for staff. By reporting the employees contributions to the health and dental premium (NOT life or LTD premium) in Box 85, you are helping staff make sure they get the medical Expense Tax Credit (METC) where available.
By reporting the employee share in Box 85 on T4’s, you avoid employees being audited for proof of contributions (and you having to write out letters for them).
You can find more about the history of box 85 and it’s intent here… https://www.canadianmoneysaver.ca/blog/box-85-is-my-box
The CRA info is below, or ask your accountant. https://www.canada.ca/en/revenue-agency/services/tax/businesses/topics/payroll/benefits-allowances/private-health-services-plan-premiums.html
Canadian health plans brace for 8.3% cost surge in 2026 (MAYBE?)
Mainstay shares our clients average renewal increases on our website and has done so since 2006. We also share the biggest increases and decreases in our April Newsletter each year. This information helps you to understand how your plan fits in relation to others. Our average bottom line rate increase (including aging) has worked out to be ONLY 4% a a year for the past 20 years (NOT 7 or 8% as noted below). When you remove the aging effect it’s closer to 2.5%, so just ahead of inflation, and very sustainable.
Please read the following article and take it with a grain of salt. We manage plans to keep costs under controls and when there are issues like fraud, or high cost drugs, we jump on finding solutions to keep pricing fair. We also use plan designs that minimize misuse and abuse (mandatory generic, caps and reasonable and customary limitations etc) to keep your plan healthy.
Aon’s 2026 Global Medical Trend Rates Report projects a 2026 medical trend of 8.3 percent for Canada, up from 7.4 percent in 2025, while general inflation edges up only slightly from 1.9 percent to 2.1 percent. That leaves a net medical trend of 6.2 percentage points above inflation in 2026.
Employee vs Contractor Rules in Canada (Small Business Owner Guide)
Mainstay Insurance does NOT allow Sub-Contracted employees to be enrolled in our plan sponsor benefit plans. There are a number of reasons for this rule.
- Insurer contracts do not recognize “non-employees”. As a result, a claim can be declined and the contract invalidated, leaving the employer at great risk
- CRA has several tests they use to determine what an employee “is”. A wrong determination can cost both parties in withholdings and back taxes as well as penalties
- The risk of being deemed a Personal Service Business (PSB) is one that no one should take lightly.
The article below provides a great explanation of the ins and outs of using contracts.
Employee vs Contractor Rules in Canada: What CRA Actually Looks At
If you’re a Canadian small business owner, hiring a “contractor” can feel like the easy button: pay an invoice, skip payroll, and move on. But CRA doesn’t assess employee vs contractor status based on what you call it.
CRA looks at the real working relationship – what happens day to day – and then decides whether it’s employment (an employee) or a business relationship (a contractor/self-employed).
READ ARTICLE HERE