Group insurance brings together multiple people — employees of the same company — under a single contract negotiated by the employer. Premiums are generally lower than equivalent individual insurance because risk is pooled. Individual insurance, on the other hand, is purchased directly by the person and remains in effect regardless of employment.

A standard plan includes: basic life insurance, short and long-term disability insurance, prescription drug coverage, and paramedical care (dental, vision, physiotherapy, psychology). Depending on budget and sector, additional coverages such as travel or accidental death and dismemberment can be added.

There is no fixed rule — the split is negotiated freely. Some employers pay 100% of premiums to attract talent. Others share 50/50 or have the employee pay for dependent coverage. In Quebec, premiums paid by the employer for prescription drug coverage are considered a taxable benefit for the employee.

No. Group insurance is tied to your employment contract. When you leave your employer, you lose coverage. You generally have a 31-day period to convert your group coverage to individual insurance without medical evidence — an important protection if you have pre-existing health conditions.

For most employees, a group plan is a good foundation but rarely sufficient on its own. Long-term disability coverage is often limited to 60-70% of salary. Group life insurance may be insufficient depending on your financial obligations. A financial security advisor can analyze gaps in your group plan and recommend individual supplements.

Generally yes, for an additional premium. Dependent coverage may include medical care, medications and dental care. Same-sex spouses are recognized in all plans in Quebec. Children are covered until a certain age, generally 21 years old or 25 if they are full-time students.

Short-term disability (STD) covers the first months of absence due to illness or accident, generally from 17 weeks to 2 years. Long-term disability (LTD) takes over and can cover until retirement age. Both have different disability definitions and distinct waiting periods. In the absence of STD, federal employment insurance benefits often partially cover the initial period.

Yes, premiums are reviewed annually at renewal based on the group’s claims experience. A group with few claims may enjoy a stable or lower premium. Conversely, high claims result in an increase. The size of the group also influences volatility — small groups are more sensitive to large individual claims.

Yes, most plans have a waiting period of 3 months — sometimes 6 months — before a new employee can benefit from all coverages. Some coverages, such as life insurance, may take effect on the first day. These waiting periods are specified in the employee handbook provided at hiring.

Yes, in unionized environments, group insurance coverage is part of the collective agreement and is negotiated between the union and the employer. Conditions may be more generous than in non-unionized companies. Any change to the plan must be negotiated and agreed to by the union during collective agreement renewals.