Case study · Group Benefits — Manufacturing
A global manufacturer cut benefits premium 18% while fixing tax, disability, and travel gaps
How Summit clarified CRA tax treatment, modernized disability coverage for high earners, and introduced a business travel medical policy for a manufacturer with staff travelling to 50+ countries — with an 18% premium reduction.
The challenge
A growing manufacturing firm had a well-intentioned but outdated benefits plan that was beginning to show cracks as the company scaled. Key gaps had emerged in three areas:
Tax compliance gaps. The client wasn't clear on which benefits were taxable, creating inconsistencies in payroll deductions.
Outdated disability coverage. Non-Evidence Maximums (NEMs) were outdated, disadvantaging higher earners. The benefit formula and monthly maximum left key employees underinsured.
Inadequate travel insurance. Out-of-country emergency benefits didn't suit a workforce travelling frequently across 50+ countries.
What Summit did
The client hired Summit as their broker, and Summit implemented a detailed, proactive strategy.
Clarified tax rules. Explained which benefits were taxable and which were not, then gave the client a clear summary to share with their payroll provider — cleaning up deductions, ensuring CRA compliance, and simplifying payroll.
Modernized the disability plan. Updated the outdated non-evidence maximums, improved the benefit formula, and increased the monthly maximum to match current salaries and properly protect higher-earning employees.
Upgraded travel coverage. Added a dedicated business travel medical policy that covers all travelling delegates (including those not employed by the company), removes pre-existing condition restrictions, and provides access to global medical networks — while simplifying admin for HR.
The results
Delivered an 18% reduction in year-over-year premium.
Payroll is compliant and streamlined. With the tax status of each benefit clarified, the company corrected long-standing errors and avoided future CRA issues. The payroll provider implemented the changes immediately with no back-and-forth.
Disability is no longer a weak point. The plan now reflects the company's growth and properly protects high earners — a foundation a fast-scaling company can build on.
The client walked away with more than a better benefits plan — they gained a strategy that supports their people wherever they are in the world.
“As this client scaled globally, their benefits program hadn't kept pace. Our goal was to take a fragmented setup and build something strategic — something that worked for payroll, protected high earners, and supported a truly international workforce. By rethinking disability coverage, clarifying tax treatment, and introducing a purpose-built travel policy, we delivered a plan that's both compliant and future-ready.”