Employee Extended Health Care

Employee Life & Health:

Extended Health Care

Extended Health Care helps employees and their loved ones to pay for necessary medical expenses that are not covered by their Provincial Plan. This type of insurance assists in covering the costs of eligible medical and hospital expenses. Employees will receive reimbursement for these expenses, subject to any co-insurance, deductibles, or plan maximums.

What is covered under Extended Health Care?

  • Medical services and equipment (ambulances, artificial limbs, hearing aids, laboratory tests, private duty nursing, and more)

  • Medi-Passport emergency travel assistance

  • Prescription drugs

  • Professional Health Services (chiropractors, masseurs, podiatrists, psychologists)

  • Semi-private hospital accommodations

  • Optional vision care add-on

Payments are made for expenses that are:

  • Incurred when coverage under the policy was in force

  • Incurred on prior recommendations of a physician for the treatment of a sickness or injury

  • Not covered by the employee’s Provincial Health Insurance Plan

  • Reasonable and medically necessary

Who is covered?

In addition to the employee, the plan also covers:

  • Spouse

  • Common law partner (must have lived together at least 12 months)

  • Unmarried children under 21 or 25 and attending school fulltime (must be legally financially dependent on the employee for support)

  • Child of employee’s common law partner (must have lived with employee for at least 12 months)

How long are employees covered for?

Employees are covered under the plan until termination.

What happens if the employee passes away while under the plan?

In the event of death, the Extended Health Care coverage continues for up to 24 months for eligible dependents without payment of premium.

Why offer Extended Health Care insurance?

In offering Extended Health Care insurance to your employees, you’re giving your company a competitive advantage—making a real difference in attracting and retaining quality talent.

If the employee’s spouse or common law partner is already covered under an Employee Benefits Plan, these payable benefits will be co-ordinated with their spouse’s or common law partner’s plan. This means that the total amount received from both of the plans will not exceed 100% of the cost of the eligible expenses incurred.