Help with the amount left to pay.
Deductibles, partial reimbursements and annual limits can leave employees with a bill. An HSA can cover the eligible unpaid amount, up to their available balance.
HEALTH & WELLNESS SPENDING ACCOUNTS
Care for your team.
A budget you control.
Help your team pay for eligible care—including expenses their insurance leaves unpaid. With an Aya Health Spending Account, you set the allowance and give employees more choice in how they use their benefits.
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WHY ADD AN HSA?
Make flexible healthcare part of your benefits.
Give different people different choices.
One employee needs glasses; another needs dental care. Each can direct their HSA allowance toward their own eligible expenses.
Set the budget before you commit.
Choose the allowance and employee classes. See Aya fees separately from benefit funding, then confirm your written quote.
CHOOSE HOW YOUR TEAM PAYS
Two ways to fund health and wellness spending accounts.
Your company funds the benefits in both options. Choose the experience that fits your team.
PREPAY
Pay with funded Aya benefits.
Employees use their activated Aya card for eligible care, within their available balance.
- Your company loads the funds.
- Your employee pays with Aya.
- They upload the required receipt.
7.5% of funds loaded+ $10 per new card
The fee applies to loaded funds, including amounts not yet spent. Out-of-pocket claims are available when card payment is unavailable.
POSTPAY
Pay personally. Get reimbursed.
Employees pay for eligible care and submit a claim through the app or web portal.
- Your employee pays the provider.
- They submit the receipt for review.
- Approved claims are reimbursed after employer funding.
$10 per employee / month+ $0.75 per reimbursement EFT
The subscription applies even in months with no claims. Review and bank processing times apply.
CAD. Benefit funding and applicable taxes are additional. Direct Prepay pricing and the current PostPay new-account option; advisor and existing agreements may differ. See pricing details.
Compare health and wellness spending accounts.
A Health Spending Account covers eligible healthcare expenses. A Wellness Spending Account supports your plan’s wellness categories. Aya’s Flex option brings both together.
What would it cost for your team?Estimate Aya fees and benefit funding with your numbers.
PLAN YOUR SPEND
Your team. Your numbers.
Estimate one year of Aya fees and benefit funding. Enter your assumptions or choose the labelled example.
1–10,000 employees
$
Whole CAD, excluding Aya feesYour estimate, from 0–100%; not an Aya average
One EFT per reimbursement in this example
Enter the four numbers to see your estimate, or try the illustrative example.
YOUR YEAR-ONE ESTIMATE—
Prepay
Aya administration + new cards
—- Benefit funds loaded
- —
- Total funding + Aya fees
- —
PostPay
Aya subscription + EFTs
—- Estimated benefit reimbursements
- —
- Total benefits + Aya fees
- —
—
Use these numbers in my request
Only the planning numbers above are carried into your request in this tab. You can review or clear them there.
See the calculation
Planning estimate, not a quote. Assumes a full year of enrolment, one new card per Prepay employee, no reloads beyond the stated annual load, and the number of EFTs entered. It does not treat unused Prepay funds as a refund. Taxes, advisor fees and other agreed charges are excluded. The example inputs are illustrative, not typical Aya customer values.
Enable JavaScript to calculate an estimate. The pricing page explains the fees; ask Aya for a written quote.
Reviewing your insurance plan?
Compare insurance and spending-account costsA CLIENT’S WORDS
“I can’t think of anyone better to take care of our insurance”
Choose a plan with the details in view.
Compare the fees, see the portal and confirm the support and setup your company needs.
Watch the walkthroughsA QUICK LOOK INSIDE AYA
From a company plan
to benefits in use.
Start with the essentials. Explore the original videos and guides when you want more detail.
Set up and manage your plan.
Shape your plan
Confirm employee eligibility, HSA/WSA allowances, funding and your written quote.
Invite your team
Complete company review, prepare employee details and send their enrolment invitations.
Keep the plan in view
Use your portal for plan information, employee status, invoices and available reports.
Know your benefit. Use it with confidence.
Join your employer’s plan
Complete your invitation, then check your allowance and eligible expenses.
Pay using your plan’s approach
Use an activated, funded Prepay card, or pay personally and submit a PostPay claim.
Keep the receipt and follow progress
Upload the required receipt and check claim status. Reimbursement follows approval and employer funding.
ANSWERS FOR YOUR NEXT DECISION
Start with the question you have.
Will it fit our company?
Explore business eligibility, existing coverage and the expenses your plan could include.
Check the employer questionsHow would we run it?
See employee invitations, plan details, invoices and reporting in Aya’s original guide.
Open the administrator guideWhat do we need to enrol?
Work through company details, plan review, employee invitations and funding.
See the enrolment stepsFREQUENTLY ASKED QUESTIONS
Getting started
with Aya.
How do I know if my team is eligible for Aya benefits?
Aya is available to all registered businesses in Canada—small, medium, large, or enterprise—with one or more employees, with no size restrictions. Self-employed individuals qualify if they receive T4 income from their incorporated business.
For HSAs, employers set up and fund the accounts, defining eligibility based on job level or status for their employees.
What if we already have a provider?
No problem! Eligible expenses go to the primary group benefits plan first, then to a partner’s plan if applicable. Any unpaid portions can then be submitted to Aya’s HSA/WSA for comprehensive coverage.
How long does client onboarding take?
Once we receive the completed application, onboarding is completed within 24 hours.
What happens to unused funds?
Aya offers use-it-or-lose-it and carryover options. With a use-it-or-lose-it plan, unused contributions and associated taxes are returned to the employer after the claim-submission grace period. Administration fees are non-refundable.
How do I get started?
Give us a shout! Send us your details, or if you prefer to chat, choose a time with Chanddeep. Ready to go? Self-enrol your company.
YOUR PLAN STARTS HERE
Your plan. Your pricing. Your next step.
Confirm the account and funding fit, review your written quote, and prepare to enrol.