Who We Help
Individuals / Families
Life Insurance
Life insurance provides a tax-free lump-sum payout to your beneficiaries upon death. It is designed to protect your family, business, or estate from financial hardship by replacing income, paying off debts, and covering long-term obligations such as final expenses and estate taxes. Properly structured life insurance ensures financial stability at a time when access to cash matters most.
There are two primary types of life insurance in Canada: term life insurance and permanent life insurance. Term life insurance provides coverage for a specific period and is commonly used for temporary needs such as income replacement, mortgages, or raising children. Permanent life insurance, including whole life and universal life, offers lifelong coverage and is often used for estate planning, tax efficiency, and wealth transfer.
Most comprehensive life insurance strategies use a combination of term and permanent coverage, aligned to different life stages and financial goals. This layered approach allows protection to evolve as income grows, debts change, and long-term planning becomes a priority.
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Critical Illness Insurance
Critical illness insurance provides a tax-free lump-sum payment if you are diagnosed with a covered serious illness such as cancer, heart attack, or stroke and survive the required waiting period. Unlike disability insurance, which replaces income over time, critical illness insurance pays a one-time benefit that can be used for any purpose, offering financial flexibility during treatment and recovery.
This coverage is designed to protect your savings and lifestyle when medical costs, time off work, or non-traditional treatment options arise. Funds are commonly used to cover out-of-pocket medical expenses, replace lost income, pay down debt, access private or alternative care, or take time away from work to focus on recovery without financial pressure.
Critical illness insurance is especially valuable for individuals without substantial emergency savings, self-employed professionals, business owners, and families relying on one or two incomes. It complements life and disability insurance by addressing the financial shock of diagnosis, not just the long-term impact of death or disability.
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Disability Insurance
Disability insurance provides ongoing income replacement if you are unable to work due to illness or injury. It is designed to protect your cash flow, ensuring you can continue paying everyday expenses such as housing, food, and bills while you recover. In Canada, disability is statistically more likely than premature death, making this coverage a critical part of financial protection during working years.
Disability insurance typically replaces a percentage of your income on a monthly basis after a waiting period and may continue until age 65, depending on the policy. Coverage can be structured as short-term or long-term disability and may be personally owned or provided through an employer plan. Personally owned policies generally offer stronger definitions, greater flexibility, and portability if employment changes.
This type of insurance is especially important for self-employed individuals, business owners, and professionals whose income depends directly on their ability to work. Disability insurance complements life and critical illness insurance by protecting against long-term income loss, ensuring financial stability even when work is temporarily or permanently interrupted..
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Segregated Funds
Segregated funds are insurance-based investment products available in Canada that combine market growth potential with built-in protection features. Like mutual funds, they invest in underlying assets such as equities and fixed income, but they also include insurance guarantees that help protect investors against market downturns and estate risks.
A key feature of segregated funds is the maturity and death benefit guarantees, which typically protect a percentage of the original investment, regardless of market performance, if held to maturity or upon death. Segregated funds may also allow beneficiaries to receive proceeds outside of probate, providing faster estate settlement and added privacy. In certain cases, they can offer creditor protection, making them attractive for business owners and professionals.
Segregated funds are commonly used by investors seeking long-term growth while reducing downside risk, enhancing estate planning, or adding an extra layer of protection not available with traditional mutual funds. They are often used as part of a broader investment and insurance strategy, particularly when capital preservation and estate efficiency are priorities.
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Mutual Funds
Mutual funds are pooled investment vehicles that allow investors to gain diversified exposure to markets such as equities, fixed income, or a combination of both. By pooling money from many investors, mutual funds provide access to professionally managed portfolios that would be difficult to replicate individually.
Mutual funds are available in a wide range of strategies, from conservative income-focused funds to growth-oriented equity funds. They can be actively managed by portfolio managers or passively managed to track market indexes. Mutual funds can be held in registered accounts such as RRSPs, TFSAs, and RESPs, or in non-registered accounts, allowing flexibility in how growth and income are taxed.
These investments are commonly used for retirement savings, education funding, and long-term wealth accumulation. While mutual funds do not include the insurance guarantees found in segregated funds, they often offer lower costs and greater investment flexibility. When properly selected and aligned with time horizon and risk tolerance, mutual funds play a central role in building and maintaining a balanced investment strategy.
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Annuities
Annuities provide guaranteed income, most commonly used to create predictable cash flow in retirement. In exchange for a lump sum or a series of contributions, an annuity pays income either for a fixed period or for life, helping protect against the risk of outliving your savings. In Canada, annuities are often used alongside pensions and government benefits to stabilise retirement income.
There are two primary types of annuities: term annuities and life annuities. Term annuities provide income for a set number of years, while life annuities continue payments for as long as you live. Payments can begin immediately or be deferred to a future date, depending on income needs and retirement timing.
Annuities are commonly used by individuals seeking certainty, reduced market risk, and consistent income. While annuities limit liquidity and upside growth, they offer peace of mind by converting savings into reliable cash flow. When integrated properly with other investments, annuities play an important role in creating a balanced and sustainable retirement income strategy.
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Guaranteed Investment Certificate
Guaranteed Investment Certificates, commonly known as GICs, are low-risk investments that provide a fixed rate of return over a specified period. They are designed to preserve capital while offering predictable interest, making them a popular choice for conservative investors and those with short- to medium-term time horizons.
GICs are available in various terms, typically ranging from a few months to several years, and can be structured as cashable or non-cashable depending on liquidity needs. They can be held within registered accounts such as RRSPs, TFSAs, and RESPs, or in non-registered accounts, allowing flexibility in tax planning. A common strategy is GIC laddering, which spreads maturity dates to balance access to cash and interest rate risk.
These investments are often used for emergency funds, upcoming purchases, or as the stable portion of a diversified portfolio. While GICs do not offer market growth, they play an important role in reducing volatility and providing certainty within an overall financial plan.
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Lifetime Income Benefit Plan
A lifetime income benefit plan is designed to provide predictable income for life, helping reduce the risk of outliving your savings. These strategies typically use insurance-based solutions to convert a portion of assets into long-term, reliable cash flow while preserving overall financial stability in retirement.
Lifetime income benefit plans are often used to complement pensions, government benefits, and traditional investments by adding certainty to retirement income. Depending on structure, income may be guaranteed for life, tax-efficient, and less exposed to market volatility, making it easier to plan expenses with confidence.
This type of plan is well suited for individuals approaching or in retirement who value stability, income security, and peace of mind. When integrated properly into a broader retirement strategy, a lifetime income benefit plan helps create consistent cash flow while allowing other assets to remain invested for growth or legacy planning.
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Leverage Investment Solutions
Leverage investment solutions involve borrowing to invest in order to potentially enhance long-term returns. In Canada, this strategy is commonly used by investors with stable cash flow and a higher risk tolerance who are looking to accelerate wealth accumulation over time.
Interest on money borrowed for the purpose of earning investment income may be tax-deductible, making leveraged investing a strategic planning tool when structured properly. These solutions are typically paired with diversified investment portfolios and require careful management to account for market volatility, interest rate changes, and cash flow obligations.
Leverage investment strategies are best suited for experienced investors who understand both the potential rewards and risks. When used responsibly and aligned with long-term objectives, leveraged investing can complement a broader financial plan by improving capital efficiency and after-tax outcomes.
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Mortgages
Mortgages are a core component of personal and business financial planning, often representing one of the largest long-term financial commitments. Proper mortgage structuring can significantly impact cash flow, interest costs, and overall net worth over time.
Mortgage solutions in Canada vary widely and may include fixed or variable rates, different amortisation periods, and strategies tailored for first-time buyers, renewals, refinances, or investment properties. The right mortgage strategy balances interest rates, flexibility, and repayment structure based on income stability and long-term goals.
When coordinated with broader financial planning, mortgages can be used strategically to improve cash flow, accelerate debt repayment, or support investment and wealth-building objectives. Thoughtful mortgage planning ensures borrowing works as a tool, not a limitation, within an overall financial strategy..
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Health and Dental Plans
Health and dental insurance provides coverage for medical expenses not fully covered by provincial healthcare plans. This includes prescription drugs, dental care, vision services, paramedical treatments, and extended health services that can otherwise create significant out-of-pocket costs.
Plans can be structured as individual coverage or group benefits and are commonly used by self-employed individuals, business owners, and those without employer-sponsored plans. Coverage levels vary and can be tailored to balance monthly premiums with expected healthcare needs.
Health and dental insurance helps protect cash flow and supports ongoing wellness by reducing the financial burden of routine and unexpected healthcare expenses. When integrated into a broader protection strategy, it ensures access to essential care while maintaining financial stability.
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Group Benefit Plans
Business / Corporation
A traditional benefit plan, commonly known as a defined benefit pension plan, provides a predetermined income in retirement based on factors such as salary history and years of service. It is designed to deliver stable, predictable lifetime income, helping reduce uncertainty around retirement planning.
These plans are typically sponsored by employers and shift investment and longevity risk away from the employee. Retirement income is paid regularly, often for life, and may include survivor benefits for a spouse, making it a reliable foundation for long-term financial security.
Traditional benefit plans are best suited for individuals seeking income certainty and reduced exposure to market volatility. When coordinated with personal savings, government benefits, and other income sources, they play a key role in creating a dependable and well-structured retirement income strategy.
Administrative Services Only
Administrative Services Only (ASO) plans are self-funded employee benefit solutions where an employer pays claims directly while outsourcing administration to a third-party provider. Rather than paying fixed insurance premiums, the employer retains the financial risk of claims and benefits from greater transparency and potential cost savings.
ASO arrangements are commonly used by mid-sized and growing businesses seeking flexibility, improved cash flow control, and detailed claims reporting. These plans can be tailored to specific workforce needs while maintaining professional administration, compliance support, and predictable budgeting through stop-loss protection.
When structured properly, ASO plans offer employers greater control over benefit design and long-term cost management while still delivering competitive health and wellness coverage to employees.
Healthcare Spending Accounts (HSA)
Healthcare Spending Accounts provide a tax-effective way for employers and individuals to pay for eligible medical and dental expenses not fully covered by traditional insurance plans. Funds are allocated annually and can be used for a wide range of healthcare costs, offering flexibility and control over how benefits are spent.
HSAs are commonly used by business owners and employers as a cost-managed alternative or complement to group benefits. Expenses are typically reimbursed tax-free to the employee, while contributions are deductible to the business, making HSAs an efficient benefits solution.
Healthcare Spending Accounts support personalised healthcare needs while helping manage benefit costs. When integrated into an overall benefits or compensation strategy, they offer flexibility, predictability, and tax efficiency for both employers and individuals.
Executive Benefits
Executive benefits are specialised compensation and protection strategies designed to attract, retain, and reward key executives and senior leaders. These plans go beyond standard group benefits and often include enhanced insurance, retirement, and wealth-building solutions tailored to high-income earners.
Executive benefit plans may incorporate supplemental retirement income, enhanced life and disability coverage, and tax-efficient compensation structures. They are commonly used by growing and established businesses to align executive incentives with long-term company success while addressing gaps left by traditional benefit plans.
When structured properly, executive benefits provide meaningful value to executives while offering businesses flexibility, tax efficiency, and a competitive edge in executive recruitment and retention.
Traditional Benefit Plan
Defined Benefit Plans
Group Retirement Plans
A defined benefit plan is a retirement plan that provides a guaranteed, predetermined income in retirement, typically based on years of service and earnings. It is designed to deliver long-term income certainty and reduce the risk of outliving retirement savings.
These plans are most commonly employer-sponsored and place the responsibility for investment performance and longevity risk on the plan sponsor rather than the individual. Retirement income is paid regularly, often for life, and may include survivor benefits, making it a stable foundation for retirement planning.
Defined benefit plans are well suited for individuals who value predictability and protection from market volatility. When coordinated with personal savings and government benefits, they play a central role in creating a secure and sustainable retirement income strategy.
Defined Contribution plan
A defined contribution plan is a retirement savings plan where contributions are made by the employer, employee, or both, and the final retirement income depends on investment performance. Unlike defined benefit plans, the retirement outcome is not guaranteed and varies based on contributions, market returns, and investment choices.
Funds in a defined contribution plan are invested in a selection of investment options, often chosen by the plan member, allowing flexibility in risk and asset allocation. Upon retirement, accumulated savings are typically converted into retirement income through options such as a life income fund, annuity, or other registered income vehicles.
Defined contribution plans are well suited for individuals seeking portability and control over their retirement investments. When combined with personal savings and other retirement income sources, they play an important role in building long-term retirement security.
Deferred Profit Sharing Plan
A Deferred Profit Sharing Plan is an employer-sponsored retirement plan that allows businesses to share profits with employees in a tax-deferred manner. Contributions are made by the employer only and are typically linked to company profitability, making the plan flexible and performance-based.
Funds contributed to a DPSP grow tax-deferred until withdrawal, usually at retirement or upon leaving the company. DPSPs are often paired with group RRSPs to enhance overall retirement savings while giving employers control over contribution levels and costs.
Deferred Profit Sharing Plans are well suited for businesses looking to reward employees, encourage retention, and align staff incentives with company success. When integrated with other retirement and benefit programs, a DPSP supports long-term employee engagement and financial security.
Group RRSP
A Group Registered Retirement Savings Plan (Group RRSP) is an employer-sponsored savings plan that helps employees build retirement savings through regular payroll contributions. Contributions may be made by the employee, the employer, or both, and are invested in a range of investment options based on individual risk tolerance and time horizon.
Group RRSPs offer tax-deferred growth and immediate tax deductions on employee contributions, while employer contributions are considered a taxable benefit but still support long-term savings. These plans are portable, meaning funds remain with the employee if they change jobs, providing flexibility and continuity.
Group RRSPs are commonly used by employers as a simple, cost-effective alternative to pension plans. When combined with other benefits and personal savings, they play an important role in supporting employee financial wellness and retirement preparedness.
Business Owner
Key Person Insurance
Key person insurance is designed to protect a business from the financial impact of losing a critical employee, executive, or owner due to death or disability. This type of coverage provides a lump-sum payment to the business, helping offset lost revenue, recruitment costs, debt obligations, or operational disruption.
Key person insurance is commonly used for founders, senior executives, top sales producers, or individuals whose skills, relationships, or leadership are essential to the company’s success. Coverage amounts are typically based on the individual’s contribution to revenue, profitability, or business value.
By providing immediate liquidity at a critical time, key person insurance helps stabilize the business and protect its long-term viability while allowing time to adjust, transition, or replace key talent.
Buy/Sell Funding
Buy/sell funding is a business succession strategy designed to ensure a smooth and financially stable transition of ownership when a partner or shareholder dies, becomes disabled, or exits the business. It provides the liquidity needed to fund a pre-agreed buy/sell agreement without placing financial strain on the company or remaining owners.
This strategy is most commonly funded using life and disability insurance, allowing remaining partners to purchase the departing owner’s shares at fair market value. Proper funding helps avoid forced asset sales, borrowing at unfavourable terms, or disputes between surviving owners and the departing owner’s family.
Buy/sell funding protects business continuity, preserves value, and provides certainty for all parties involved. When structured correctly, it ensures ownership transitions are orderly, fair, and financially secure while safeguarding the long-term stability of the business.
Salary Continuation Plans
Salary continuation plans are designed to allow an employer or business to continue paying an employee’s salary if they are unable to work due to illness or injury. Rather than paying a disability benefit directly to the employee, income is maintained through payroll, helping preserve financial stability during a period of incapacity.
These plans are commonly used for key employees, executives, and business owners, and are often funded or supported by disability insurance held by the employer. Salary continuation plans can offer greater flexibility in benefit design and may be structured to align with employment contracts and compensation strategies.
Salary continuation plans help businesses retain talent, support recovery, and maintain consistency for employees during unexpected health events. When coordinated properly with insurance and tax planning, they provide an effective solution for income protection while balancing cost and administrative control.
Individual Pension Plans
An Individual Pension Plan is a defined benefit pension plan designed for incorporated business owners and professionals. It allows higher tax-deductible contributions than an RRSP, making it an effective tool for building larger, predictable retirement income, particularly for individuals with consistent corporate earnings.
Contributions are made by the corporation and grow tax-deferred within the plan. Retirement income is calculated based on age, earnings, and years of service, and may be enhanced through past-service contributions. IPPs are especially attractive for business owners over age 40 who are seeking greater retirement funding and long-term income certainty.
Individual Pension Plans are best suited for incorporated professionals looking to maximise tax efficiency, reduce corporate taxes, and create stable retirement income. When integrated properly into an overall financial and estate strategy, an IPP can serve as a powerful cornerstone of retirement planning
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