Dental care
Checkups, fillings and eligible orthodontic treatment.
EMPLOYER-FUNDED BENEFITS IN CANADA
Health Spending
Accounts.
With an Aya Health Spending Account (HSA), give employees a flexible allowance for eligible medical, dental and vision expenses—including amounts left unpaid by their insurance. You set the budget. They choose how to use their available balance for the care they need.
THE ACCOUNT, EXPLAINED
What is a Health Spending Account?
A Health Spending Account (HSA) functions like a designated bank account for covering medical, dental, vision expenses and more. Eligible HSA benefits are tax-free for employees federally; Québec provincial tax applies to employer-paid coverage.
See the eligible medical expenses.
You may also see it called a Health Care Spending Account (HCSA).
A budget you define.
Choose who is eligible, set employee benefit limits and select Prepay or PostPay. Your HSA can work on its own or alongside an existing group benefits plan.
Compare HSA and WSAELIGIBLE HSA EXPENSES
Medical. Dental. Vision. And more.
HSA eligibility follows the CRA’s medical-expense rules. Examples include:
Vision care
Prescription glasses, contact lenses and laser eye surgery.
Prescriptions
Eligible medication prescribed by a medical practitioner and recorded by a pharmacist.
PUT YOUR PLAN TO WORK
Choose how your team pays.
HSA and WSA describe what the plan covers. Prepay and PostPay describe how it is funded and used.
Prepay: a funded Aya card
Your company loads funds in advance. Employees pay for eligible purchases with their Aya card and upload their receipts.
How Prepay worksPostPay: digital reimbursement
Employees pay for eligible expenses and submit a claim. Reimbursement follows approval and employer funding.
How PostPay worksPut this plan to work for your team.
Confirm the right account, funding and pricing with Aya.
FOR SMALL BUSINESSES AND GROWING TEAMS
Your HSA questions, answered.
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.
See how you’ll manage the plan.
Explore employee enrolment, invoices and reporting in Aya’s original administrator guide.
YOUR PLAN STARTS HERE
Build an HSA around your team.
Tell us about your company. We’ll help you choose the account and funding approach, then provide your plan and pricing.