{"id":1968,"date":"2025-01-27T17:47:54","date_gmt":"2025-01-27T22:47:54","guid":{"rendered":"https:\/\/johnstonesbenefits.com\/clients\/ila\/?p=1968"},"modified":"2024-12-27T17:48:09","modified_gmt":"2024-12-27T22:48:09","slug":"group-benefits-taxation-and-cost-sharing","status":"publish","type":"post","link":"https:\/\/johnstonesbenefits.com\/clients\/ila\/group-benefits-taxation-and-cost-sharing\/","title":{"rendered":"Group Benefits Taxation and Cost-Sharing"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-2d9bbcf79d50a3601923aa8844f713a6\">\n#top .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6{\npadding-bottom:10px;\nfont-size:4vw;\n}\nbody .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-special-heading-tag{\nfont-size:4vw;\n}\n.av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 av-special-heading-h2 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >The Journal<\/h2><div class='av-subheading av-subheading_below'><p>Solid Group Plans Made Simple<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-f04ef840c2b66cff6c43fead44ee8d66 hr-default  avia-builder-el-1  el_after_av_heading  el_before_av_heading '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-m57cfe31-9795c56a285cdc569d7925142791e667\">\n#top .av-special-heading.av-m57cfe31-9795c56a285cdc569d7925142791e667{\npadding-bottom:10px;\ncolor:#c4a106;\nfont-size:3vw;\n}\nbody .av-special-heading.av-m57cfe31-9795c56a285cdc569d7925142791e667 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-m57cfe31-9795c56a285cdc569d7925142791e667 .av-special-heading-tag{\nfont-size:3vw;\n}\n.av-special-heading.av-m57cfe31-9795c56a285cdc569d7925142791e667 .special-heading-inner-border{\nborder-color:#c4a106;\n}\n.av-special-heading.av-m57cfe31-9795c56a285cdc569d7925142791e667 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-m57cfe31-9795c56a285cdc569d7925142791e667 av-special-heading-h2 custom-color-heading blockquote modern-quote  avia-builder-el-2  el_after_av_hr  el_before_av_hr  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >Group Benefits Taxation and Cost-Sharing<\/h2><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_hr-8ddc7023771561a08c2d1878cbb01bdc\">\n#top .hr.hr-invisible.av-av_hr-8ddc7023771561a08c2d1878cbb01bdc{\nheight:30px;\n}\n<\/style>\n<div  class='hr av-av_hr-8ddc7023771561a08c2d1878cbb01bdc hr-invisible  avia-builder-el-3  el_after_av_heading  el_before_av_one_full '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_one_full-7688609b370c0fc22d37f41de2668996\">\n.flex_column.av-av_one_full-7688609b370c0fc22d37f41de2668996{\nborder-radius:0px 0px 0px 0px;\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-av_one_full-7688609b370c0fc22d37f41de2668996 av_one_full  avia-builder-el-4  el_after_av_hr  avia-builder-el-last  first flex_column_div av-zero-column-padding '   ><section  class='av_textblock_section av-m57censs-1839ae3c3ee61bfc7c541d097e620547'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/johnstonesbenefits.com\/clients\/ila\/wp-content\/uploads\/2024\/12\/2025_01-Group-Benefits-Taxation-and-Cost.pdf\" target=\"_blank\" rel=\"noopener\">Click here to download pdf<\/a><\/p>\n<p>Properly designing your benefits plan means structuring premium payments to minimize the tax impact on your employees. Canada Revenue Agency (CRA) has several rules that apply to taxation of group benefit plans. This month\u2019s Journal looks at these rules, and how to effectively apply them.<\/p>\n<p>It is important to keep Johnstone\u2019s informed of your cost sharing arrangements.\u00a0 This will ensure that your billing statements reflect up to date information, in order to help you with payroll deductions.\u00a0 In addition, insurance carriers need to be informed so that the contracts reflect appropriate tax status.<\/p>\n<p><strong>Life Insurance, AD&amp;D and Critical Illness Premiums\u00a0<\/strong><\/p>\n<p>Premiums paid by the employer for group life insurance (including dependent life insurance), accidental death &amp; disablement (AD&amp;D) and critical illness (CI) are treated as a taxable benefit to employees, but are always paid out tax-free should a claim occur. Employers will include the taxable benefit in Box 14 \u201cEmployment Income\u201d and in the \u201cOther taxable allowances and benefits \u201d area of the T4 slip as Box 40.<\/p>\n<p><strong>Disability Plan Premiums<\/strong><\/p>\n<p>If an employer is deemed to have contributed any amount to an employee\u2019s disability plan (referred to by CRA as \u201cwage loss replacement plan\u201d), the disability benefit received by a disabled employee will be deemed as taxable income.<\/p>\n<p>If 100% of premiums are paid by the employee (ie. deducted from an employee\u2019s gross income and remitted to the insurer), the plan is deemed \u201cemployee pays all\u201d according to CRA, and disability benefits received by a disabled employee will be deemed non-taxable income.<\/p>\n<p>CRA will not accept a retroactive change to the tax status of the disability plan; the employer cannot add the equivalent of the employer contributions to a disability plan to the employee\u2019s income at year-end. HOWEVER, the employer can pay the employee\u2019s premiums to the plan by accounting for them in the same manner as wages or salary throughout the year and include the amount in Box 14 \u201cEmployment Income\u201d.<\/p>\n<p><strong>Extended Health &amp; Dental Premiums<\/strong><\/p>\n<p>Premiums paid by the employer for extended health and dental benefits are NOT treated as a taxable benefit to the employee. Claims paid are also tax-free to the employee.<\/p>\n<p>All group benefit premiums paid by employers in Quebec are treated as a taxable benefit for their employees.<\/p>\n<p><strong>Cost Sharing Options<\/strong><\/p>\n<p>Our benefits administration system manages several types of cost share options tax-effectively:<\/p>\n<ul>\n<li>Fixed percentage on the total premium cost: ie. $250 total premiums &#8211; 50% employer-paid \/ 50% employee-paid<\/li>\n<li>Fixed dollar amount on the total premium cost: ie. $250 total premiums &#8211; $100 paid by employee leaving $150 to be paid by employer<\/li>\n<li>Fixed percentage by benefit (cost share is set up as a fixed percentage at the benefit level) for example: life insurance and AD&amp;D 100% employer-paid; LTD 100% employee-paid; EHC and dental premiums shared 50\/50<\/li>\n<\/ul>\n<p><strong>Tax Effective Allocation of Premiums<\/strong><\/p>\n<p>Once the cost sharing option has been defined, our administration system can allocate EMPLOYEE-paid premiums based on the cost share option in the most tax-effective manner.<\/p>\n<p><strong>Billing Statement<\/strong><\/p>\n<p>The monthly billing statement is able to show not only simple deductions for cost sharing, but also shows amounts to assist employers in allocating premiums in the most tax effective manner:<\/p>\n<p>(1) Cost sharing statement: provides information on how the tax effective allocation of premiums have been applied by benefit, as well as total employer and employee premiums based on the identified cost share option<\/p>\n<p>(2) Tax effective allocation of premiums statement (if applicable): includes the following columns to assist employers with T4 benefits information:<\/p>\n<ul>\n<li>Box 40 Column: totals premiums paid by EMPLOYER for life insurance, dependent life insurance, AD&amp;D and CI premiums for month after applying tax effective allocation of premiums functionality<\/li>\n<li>Box 14 Column: equals Box 40 Column PLUS equivalent of employer premiums to wage loss replacement plans (STD\/WI and LTD).<\/li>\n<li>Salary Top-Up Column (new December 2024): equals premiums for wage loss replacement plans (STD\/WI and\/or LTD) paid by the employee that should be treated as employee wages or salary to create a non-taxable benefit at time of disability<\/li>\n<\/ul>\n<p>Each of these columns are set up as monthly and year-to-date (YTD).<\/p>\n<p><strong>2025 Government Benefits Updates<\/strong><\/p>\n<p><strong>Employment Insurance (EI)<\/strong><\/p>\n<p>The maximum insurable earnings is the income level to which EI is paid.\u00a0 In 2025 it increases to $65,700, (from $63,200) resulting in the weekly amount changing to $695 (from $668)<\/p>\n<p>EI premium rate for 2025 is\u202f$1.64 per $100 of insurable earnings for employees.<\/p>\n<p>The EI premium rate for Quebec residents is $1.31 per $100 of insurable earnings for employees.<\/p>\n<p><strong>Canada Pension Plan (CPP)\/Quebec Pension Plan (QPP)<\/strong><\/p>\n<p>Employee and employer contribution rates will be 5.95%, unchanged from 2024. The maximum employer and employee contribution to the CPP\/QPP for 2025 will be $4,034.10 each. The basic exemption amount will remain at $3,500.00.<\/p>\n<p>Year\u2019s Maximum Pensionable Earnings (YMPE) under the CPP\/QPP for 2025 will be $71,300.\u202f\u202fThe second earnings ceiling, the Year\u2019s Additional Maximum Pensionable Earnings (YAMPE), will be $81,200.\u202f The YAMPE will be used to determine additional CPP contributions (CPP2). \u202fAs a result, pensionable earnings between $71,300 and $81,200 are subject to CPP2 contributions.<\/p>\n<\/div><\/section><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-1968","post","type-post","status-publish","format-standard","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>Group Benefits Taxation and Cost-Sharing - 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