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Prescription medications
Consider eligible drug expenses, reimbursement percentages, formularies and annual limits.
InsuranceVilla | Income Protection & Living Benefits
Healthy People.
Stronger Business.
Health and dental protection is more than a benefit. For the self-employed it can help manage healthcare expenses. For business owners, thoughtful benefits can strengthen a workplace where good people choose to stay.
The healthcare gap
Provincial healthcare is foundational. It does not cover everything.
Coverage differs by province, age, eligibility and program. Health and dental insurance may help manage eligible expenses that are not fully reimbursed by public plans or an existing workplace plan.
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Routine dental care
Preventive visits, fillings and potentially major dental services according to the selected plan.
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Vision & wellness
Eye exams, glasses and some therapy or wellness-related services where included.
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Health practitioners
Eligible physiotherapy, massage, chiropractic or mental-health services can vary by policy.
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Additional care
Some plans include hearing aids, medical equipment, homecare or nursing benefits.
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Travel medical needs
Some health plans offer travel medical coverage; always check trip duration and exclusions.
For self-employed Canadians
You're the backbone of your business. Who looks after you?
Independent contractors, consultants, realtors, tradespeople and sole proprietors often lack employer-sponsored health benefits. A personal health and dental policy may help turn some unpredictable medical expenses into a planned insurance budget.
Consider the cost of prescriptions, dental treatment, vision care and family healthcare needs alongside your cash flow and existing coverage.
Individual Manulife options to discuss
Choose based on your situation—not just the premium.
- Flexcare: individual health and dental options with different benefit levels.
- Guaranteed Issue Enhanced: an option for applicants who prefer coverage without medical questions, subject to policy conditions.
- FollowMe: intended for people transitioning from prior workplace group benefits, subject to eligibility deadlines.
These are categories for discussion, not a statement that every plan, benefit or applicant qualifies. Compare exclusions, waiting periods, benefit maximums and total costs.
Explore Manulife individual coverage ↗For growing companies
Your best employees are hard to replace. Give them more reasons to stay.
A key employee brings client relationships, specialized skills, institutional knowledge and trusted judgment. Replacing that person may require recruitment, onboarding and months of lost momentum. A thoughtful benefits program can become an important part of competitive total compensation.
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Retention & loyalty
Demonstrate meaningful support for employees and their families, beyond wages alone.
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Talent attraction
Strengthen your offer to skilled candidates comparing overall compensation packages.
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Well-being & productivity
Access to eligible health services may help employees manage health needs and reduce disruptions.
“Good benefits are more than an expense. They are an investment in people, productivity, and business continuity.”
Manulife lists group benefit options designed for businesses with 2–50 employees. Actual eligibility, minimum participation and pricing are subject to quotation and underwriting or plan rules.
Read about Manulife small-business group benefits ↗Collaborative financial stewardship
Coordinate your health benefits with your accounting professional.
Eligible private health services plan premiums may receive favourable tax treatment, depending on legal structure, employee participation, and CRA rules. A deduction reduces taxable income; it does not mean the policy is free or automatically increases company reserves.
Assess needs
InsuranceVilla reviews benefit goals, coverage gaps, employee needs and budget.
Review tax treatment
Your accountant checks deductions, PHSP status, owner-manager rules and reporting.
Design sustainably
Choose affordable benefits, cost sharing and plan options rather than overpromising savings.
Preserve resilience
Track cash flow and create operating reserves separately from insurance spending.
Important for sole proprietors: CRA has specific limits and eligibility conditions for self-employed PHSP premium deductions, including circumstances involving no employees, or employee participation. Ask your accountant to confirm what your business may deduct. CRA guidance ↗
Plan before you commit
Illustrative annual benefits cost calculator
Explore the arithmetic of a potential business deduction. This is not a quote, tax calculation or estimate of employee-retention savings.
$9,000Illustrative annual premium budget
$1,080Potential tax reduction under assumptions
$7,920Illustrative after-tax cost
Assumes an eligible expense, sufficient taxable income to realize the deduction, and a constant marginal rate. Does not include administration fees or taxes on premiums and does not account for provincial differences. No claim that reserves grow, or that hiring or retention costs will decline.
An InsuranceVilla review
What we'll consider before recommending any coverage
- Individual coverage versus a group benefits plan
- Provincial plan and other existing coverage
- Prescription, dental, vision and therapy priorities
- Employee eligibility and fairness
- Budget, cost sharing and long-term affordability
- Exclusions, annual caps, renewability and plan administration
- Tax structure reviewed with your qualified accountant
Why InsuranceVilla?
We focus on needs-based advice: your financial priorities first, appropriate solutions second. A useful plan should be understandable, relevant and affordable over time.
We can help initiate a discussion about Manulife options and compare the features and limitations that matter to you.
Start a Benefits ReviewFrequently asked questions
Questions business owners ask
Can a self-employed person deduct health and dental premiums?
Sometimes. Eligible PHSP premiums may be deductible subject to CRA rules, income conditions, dependants and employee coverage requirements. Your accountant should check the specific situation.
Will employee benefits guarantee retention?
No. Benefits can be a valuable part of total compensation and employee experience, but retention also depends on leadership, pay, career development and workplace culture.
Are owner-managers and employees treated the same for tax purposes?
Not necessarily. Benefits provided because of shareholder status may be treated differently from employee benefits. Obtain accounting advice on plan structure and reasonableness.
Will insurance premiums build the company's reserve funds?
No. Premiums use cash. A deductible cost may reduce tax payable, and effective retention may lower certain future business costs, but maintaining reserves requires separate cash-flow planning.
Can employees with existing conditions qualify?
Possibly, depending on the plan. Guaranteed issue or certain group arrangements may be worth reviewing, but restrictions, exclusions, eligibility rules and benefit caps can still apply.
InsuranceVilla • Your financial stewardship partner
Protect your people. Preserve your business.
Whether you're an independent professional protecting your family or an employer exploring a thoughtful benefits strategy, begin with a needs-based conversation.
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