In a climate of increasing economic pressure and an ongoing talent war, SMB leaders must rethink their employee benefits strategies. A well-structured group benefits program—enhanced with Segic’s platform and voluntary benefits—can become a powerful strategic lever.
In 2025, 76% of SMB leaders cite rising costs as their primary challenge, followed by staffing issues (40%) and increasing payroll expenses (45%) (Wealth Professional)
.
According to a June 2025 WTW survey, 73% of organizations view rising benefits costs as the most important factor in their strategy—compared to just 40% in 2023 (WTW).
Faced with these pressures, employers are shifting toward more targeted, value-added spending.
Of employers provide health coverage (prescriptions, paramedical care, dental, etc.) to full-time employees, and 50% do so for part-time staff (WTW)
Of organizations include virtual health services (physical and/or mental), reflecting a strong trend toward digital flexibility (The Conference Board of Canada).
Increased from 30% in 2019 to 39.5% in 2023 (The Conference Board of Canada).
Say they are satisfied with their current group benefits plan (Benefits Canada).
Of workers believe strong mental health support is essential, and 57% say they would be negatively impacted if those services were reduced (Benefits Canada).
Of Canadian employers offer voluntary benefits, but the market is growing by 4–6% annually (Segic).
Recognize the impact of benefits on their satisfaction, only 2% actively request them (Environics Research). Many are willing to spend CAD 15–50 per month on supplementary coverage if it is easily accessible through work (Environics Research).
Digital platform
Handling onboarding, contributions, and claims processing
Employees can access optional coverage (insurance, wellness, health spending accounts, perks, and more) personalized to their needs
This model helps SMBs reduce administrative costs, increase employee engagement, and deliver a differentiated value proposition—without added complexity or risk for the employer.
The integration of a TPA (Third-Party Administrator) service through a solution like Segic’s provides concrete and strategic benefits for plan sponsors. Acting as an intermediary between insurers, brokers, and employers, the TPA centralizes and automates group plan administration while ensuring a seamless and personalized user experience.
The TPA manages onboarding, premiums, and claims, freeing internal resources.
Confidential transfers in compliance with privacy regulations.
Integrated portal providing visibility into coverage and services for both employees and stakeholders.
Premium simulations and cost/usage analytics for proactive plan management.
Regardless of the number of providers, one centralized invoice for all benefits.
Payroll-ready files with deductions and taxable benefits, compatible with major payroll systems.
Privacy-compliant storage under Law 25 requirements.
Streamlined HR updates for enrollments, suspensions, and withdrawals.
This approach enables proactive, agile management and strengthens talent retention by making benefits programs clearer, more complete, and more valued.
Essential coverage + voluntary catalog.
User portal, mobile health integration, alerts, accessibility training.
To adjust annually based on usage, needs, and preferences.
onboarding, annual reminders, virtual sessions to maximize participation.
For SMB employers, offering a flexible, well-administered group benefits plan enriched with voluntary options is a key differentiator in tackling recruitment, retention, and satisfaction challenges.
With Segic, you combine digital efficiency, cost reduction, and an enriched value proposition—perfectly aligned with Canadian market expectations in 2025.
