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GoEasyCarePLUS Employee Benefits

Employee benefits that protect your people and your bottom line

Benefits audit, optimization, and workforce intelligence — purpose-built for Canadian care organizations.

Most care operators are overpaying for benefits plans that under-deliver. Rising disability claims, hidden coverage gaps, and disconnected health data cost you more than you think. GoEasyCarePLUS connects your benefits intelligence to the full workforce picture — so you can reduce costs, retain staff, and spot burnout before it costs you a team.

Book a Benefits Audit
No-cost plan audit
Canadian-compliant
Avg. $142K saved/year

The hidden cost

The Cost of the Blind Spot

Your benefits data, scheduling data, and payroll data each tell part of the story. But they live in separate systems — and the gaps between them are where your budget leaks, your people burn out, and your forecasts fall apart.

01

Renewing on Autopilot

Every year, the benefits plan renews. Every year, nobody asks whether coverage still matches your workforce reality. Your provider has no incentive to flag where you're overpaying or under-covered — because the status quo is working fine for them. Renewing without reviewing isn't management. It's autopilot.

02

Losing People You Didn't See Leaving

A key staff member's disability claims are climbing. Their availability is dropping. Their overtime is spiking. But nobody connects those dots — because benefits data lives in a completely separate system from scheduling and payroll. By the time you notice, they've already handed in their notice.

03

Forecasts That Keep Surprising You

Your finance team is trying to forecast workforce expenses, but the numbers keep shifting. Benefits costs interact with overtime, agency spending, and absenteeism in ways nobody is tracking. You can't build a strategic workforce plan when every quarter delivers a new surprise.

Where your workforce intelligence breaks down

Scheduling
Payroll
Benefits

The gap between these systems is where costs hide and people fall through.

"You can't be a strategic leader when your data is fragmented across three systems that never talk to each other."

The problem isn't your people. It's the system gap — and it costs more every quarter you don't close it.

The numbers behind the blind spot.
59
Annual turnover rate in Canadian long-term care — each departure costs $25K–$50K to replace
80
Of benefits audits reveal 15–30% in recoverable savings hiding in plain sight
3
Increase in provincial reporting requirements for workforce cost accountability since 2020
14
Earlier that connected benefits data can flag burnout risk before a resignation lands

Benefits data is already connected to the operational problems you are fighting — turnover, compliance gaps, and rising agency costs. The organizations connecting it now are seeing patterns earlier and retaining staff their competitors lose.

See Why It Matters 

The GoEasyCarePLUS Principle

Benefits Data Is Workforce Intelligence

Benefits are not just an HR line item — they are a window into the health, stability, and resilience of your workforce. Yet most healthcare organizations treat benefits data as an isolated cost centre, disconnected from the operational signals that actually drive retention and burnout.

GoEasyCarePLUS exists because of a simple insight: when benefits utilization data feeds into the same platform that manages scheduling, payroll, and time & attendance, patterns emerge that no single system can surface alone — correlations between overtime pressure and health claims, between shift density and disability trends, between coverage gaps and retention risk.

This isn't about benefits audits being novel. It's about connecting benefits data to the full workforce picture — something only a unified platform purpose-built for Canadian healthcare can do.

The Burnout Signal Index catches early warning patterns from scheduling data. When it also sees benefits utilization patterns, its predictive power compounds — turning reactive crisis management into proactive workforce care.
See why GoEasyCare is different
Unified
Intelligence
Benefits
Utilization
Scheduling
& Shifts
Payroll
& Pay Data
Time &
Attendance
Patterns emerge: overtime spikes → rising health claims → retention risk — visible only when all data streams converge.
The Process

What a GoEasyCarePLUS Audit Looks Like

A structured, low-disruption engagement designed by people who understand Canadian healthcare — not a vague consulting exercise. Here's exactly what happens, and when.

1
Data Collection

Guided Data Collection

We gather plan documents, renewal data, claims history, workforce structure, and turnover trends through a structured intake process. Your team doesn't do the heavy lifting — ours does. We know what to ask for, where it lives, and how to get it without adding to your workload.

"We handle the data gathering so your team can keep running the floor — not chasing spreadsheets."
2
Plan Review

Comprehensive Benefits Plan Audit

Experienced benefits and insurance professionals review your full plan — costs, coverage, utilization, disability, health, dental, gaps, and redundancies. We stress-test against real scenarios: if a key staff member got injured and couldn't work for six months, what would actually be covered? That's the kind of question most brokers never ask.

3
Workforce Intelligence

Workforce-Integrated Analysis

Benefits data is analyzed alongside scheduling pressure, overtime patterns, absenteeism, disability trends, and retention risk. This is where benefits stops being an isolated cost centre and becomes workforce intelligence. We connect what you're spending on coverage with what's actually happening on the floor.

4
Findings

Clear Findings Summary

Delivered in plain language for leadership decision-making — not buried in actuarial jargon. You'll receive quantified savings opportunities, coverage improvements, risk areas, and prioritized next steps. The audit delivers value whether or not you change a single provider.

"Even if you stay with your current plan, you'll know exactly what you're paying for and what you're missing."
5
Transition Support

Provider Review & Transition Support

If changes make sense, we handle negotiation, transition planning, employee communication, and coverage continuity. Typical transitions are completed within two weeks — with zero gaps in coverage and clear communication to every staff member. If no change is needed, you walk away with a validated plan and peace of mind.

"Tell me what's wrong and fix it — without adding to my workload." That's the standard we hold ourselves to.

Your Operation, Your Configuration

Configured for How You Operate

GoEasyCarePLUS isn't a one-size-fits-all audit. We start by understanding your operational reality — then configure the engagement to match your specific pressures, priorities, and decision-making lens.

For the Operations Director

Single-Facility Operations

"I need relief fast — without adding another layer of complexity to my already-stretched team."

  • Rapid benefits assessment with quick-win savings identified in the first review cycle
  • Administrative burden reduction — fewer manual touchpoints in enrolment, changes, and reporting
  • Focused scope designed for a single-site reality where every hour of admin time matters
Addresses: The fear that benefits administration is silently consuming operational capacity you can't afford to lose.
For the HR Executive

Multi-Facility HR Strategy

"I need centralized visibility and consistency across sites — not a patchwork of local decisions."

  • Cross-facility benchmarking that reveals where plan inconsistencies are creating equity gaps and grievance risk
  • Strategic workforce intelligence integration with your existing HRIS and scheduling data
  • Enterprise plan standardization roadmap — a phased path to benefits consistency without operational disruption
Addresses: The desire for a single source of truth that lets you govern benefits strategy, not chase site-by-site anomalies.
For the Compliance-Focused Leader

LTC Compliance Assurance

"I need to know our benefits administration can withstand regulatory and union scrutiny — before someone tests it."

  • Compliance risk assessment against provincial regulations and Canadian LTC-specific requirements
  • Audit-ready documentation review — ensuring your records meet the standard before an auditor asks
  • Collective agreement alignment check to verify benefits administration matches negotiated terms
Addresses: The fear that a compliance gap in benefits administration becomes a grievance, a finding, or a headline.
For the Finance Executive

Finance-Led Cost Containment

"I need numbers before I make any decision — show me the total cost, the projected savings, and the timeline."

  • Total cost of ownership analysis that accounts for hidden administrative, error-correction, and opportunity costs
  • Quantified savings and ROI projection — modelled against your actual workforce data, not industry averages
  • Workforce expense forecasting enhancement to strengthen your next budget cycle with defensible projections
Addresses: The desire for a business case built on real numbers — not vendor promises — before committing resources.

Not sure which configuration fits? That's exactly what the discovery call is for. We'll listen first, then recommend.

Book a Discovery Call

The Platform Credit Model: Savings That Fund Your Future

Your benefits audit doesn't just find money — it unlocks credits that fund the tools your workforce actually needs.

A Self-Funding Investment, Not an Additional Expense

Most organizations assume adopting new workforce management tools means adding a line item to an already tight budget. The GoEasyCarePLUS platform credit model changes that equation entirely.

When your organization moves its benefits through GoEasyCarePLUS, eligible credits are applied directly toward other GoEasyCare services — scheduling, payroll, time and attendance, onboarding, applicant tracking, and workforce analytics. The savings your audit identifies become the funding source for broader operational improvement.

Current Benefits Spend Analyzed
GoEasyCarePLUS Audit Identifies Savings
Savings Convert to Platform Credits
Credits Applied Toward GoEasyCare Services

"We can't afford to change." — The audit itself often identifies savings that more than cover the cost of change. Platform credits extend that return further. The real question is whether you can afford not to look.

Credits apply across the full GoEasyCare platform — wherever your organization needs operational support most:

Scheduling Payroll Applicant Tracking HRIS Shift Filling
Platform Credit
22%

average reduction in total benefits spend identified during initial audit — before credits are even applied.

  • Credits earned from benefits optimization apply toward any GoEasyCare service — scheduling, payroll, HRIS, and more
  • No upfront platform fees — your audit savings fund adoption from day one
  • Credit projections are calculated based on your organization's specific size, structure, and benefits profile
  • The financial case is built before you commit — no surprises, no hidden costs
Get Your Credit Projection

Specific credit amounts are determined during your discovery call based on organizational size, current benefits structure, and selected GoEasyCare services. Past results are not a guarantee of future savings.

Client Results

What Our Clients Are Seeing

The numbers speak for themselves. Across every GoEasyCarePLUS audit, the pattern is consistent — meaningful savings hiding in plain sight.

150
Benefits audits completed across Canadian healthcare organizations
83
Of audits identified previously undetected savings or coverage gaps
15
Average annual benefits cost reduction identified per organization
Cost Savings
GoEasyCarePLUS found $142,000 in annual savings we genuinely didn't know were there. Our broker had been renewing the same plan for six years without ever questioning the structure. The audit paid for itself before we even made a single change.
$142K annual savings identified
Michelle Kowalski
VP Operations, Sunrise Senior Living — Ontario
Coverage Gaps
The audit revealed coverage gaps that directly explained our spike in disability claims. We'd been looking at this as an HR problem when it was actually a benefits design problem. GoEasyCarePLUS gave us the data to fix the root cause — and we didn't have to switch providers to do it.
22% reduction in disability claims within 8 months
David Poirier
Director of Finance, Maple Leaf Developmental Services — Alberta

GoEasyCare clients track their own improvements in real time through the Self-serve ROI Dashboard — outcomes are measured in your data, not claimed in ours.

Frequently Asked Questions

Common Questions About GoEasyCarePLUS

Straight answers to the concerns we hear most from Canadian healthcare leaders.

  • Renewing without reviewing is autopilot — and autopilot quietly costs more every year. Your provider isn't incentivized to reduce what you spend; they earn more when your premiums rise. A GoEasyCarePLUS audit surfaces the gaps between what you're paying and what your workforce actually needs, giving you the data to negotiate from a position of strength — whether you stay with your current provider or not.
  • That's a fair concern — and one the audit often resolves on its own. Most organizations we work with discover savings that more than cover the cost of making a change. On top of that, eligible platform credits extend the return further. The discovery call will give you a realistic picture of what's possible before you commit to anything.
  • We hear this often, and it's a legitimate constraint. GoEasyCarePLUS is built to work within collective agreement frameworks, not around them. Our team understands Canadian union environments — seniority rules, benefit entitlements, bargaining unit structures — and the audit is designed to identify optimization opportunities that respect every clause in your agreements.
  • We understand the skepticism. The GoEasyCarePLUS audit delivers value whether or not you change a single provider. You'll receive a clear, data-backed report showing where your plan is strong, where it's leaking money, and where employee experience could improve. Many organizations use the findings to renegotiate better terms with their existing provider — and that's a perfectly good outcome.
  • Approximately two weeks from the time we receive your plan documents. The first week focuses on data gathering and validation, and the second on analysis and report preparation. We work around your team's schedule — there's no operational disruption.
  • Plan documents, renewal data, and claims history — the standard materials you already have on file. The GoEasyCarePLUS team guides the entire process, including a checklist of exactly what's needed and where to find it. Most HR teams spend less than two hours total on their end.
  • Eligible credits are applied toward any GoEasyCare service — scheduling, payroll, HRIS, or shift filling — based on your organization's size and structure. The specifics vary, so we cover the details during the discovery call once we understand your situation. There's no obligation to use them, and they don't expire within the contract period.