I do the odd handyman job on weekends. If I was sued, would my home policy respond to this?

No, it would not. In order to insure any commercial operations, it is important to have a commercial liability policy in place. Even if you are working for friends or family, it is always important to have a liability policy in place to protect you in the event of a lawsuit.

If I use my vehicle 50% for pleasure and 50% for business purposes, it is okay to have it rated for pleasure use?

No, it is not. If a vehicle is used for business purposes, whether it is sales, construction or any other occupation, it is important to have it rated this way to ensure proper coverage is in place.

Do I need to list my child on my auto policy or would they be covered automatically?

It is important that all licensed drivers living in the household are listed on your auto policy unless they have their own auto policy elsewhere. Failure to have all licensed drivers listed on your auto policy could result in denial of a claim.

Does my home policy cover my garden tractor?

If your garden tractor is over 30hp, it needs to be scheduled on your home policy. There is usually a limit of approximately $15,000 for garden tractors that do not exceed 30hp included in the special limits section of your home policy (please refer to your specific company wording for exact limits).

Am I covered if I rent a vehicle?

If your auto policy has the OPCF 27 endorsement then yes, you are covered if you rent a vehicle in Canada or the United States. However, specific limits and time frames apply to this coverage. Therefore, it is important to contact your broker to review this coverage with them.

What is the OPCF20/27 on my auto policy mean?

These Ontario Policy Change Forms provide you with the following; OPCF 20 – This change form provides coverage for transportation replacement. For example, if you have been in an accident and your vehiclecannot be driven, you will have coverage to rent a vehicle up to the limit on your policy. OPCF 27 – This change form provides you with comprehensive and collision coverage if you damage a rented vehicle. Your liability coverage and accident benefits coverage on your auto policy would apply to the rented vehicle. This coverage is only applicable while you rent or borrow a vehicle in Canada and the United States.

Is my jewelry covered under my contents on my homepolicy?

There is a section in your home policy called special limits. This will include some coverage for Jewellery. Limits vary by insurance company, but there is usually around $5,000 for Jewellery coverage. Any big items,such as watches, wedding bands, etc., should be scheduled on your home policy. If you have questions on your specific coverage, it is important to contact your broker.

Are my recreational vehicles insured under my homepolicy?

No, they are not. A recreational vehicle requires a separate insurance policy or in some cases, it can be added onto your auto policy.

Can I insure my friend’s car?

No, you cannot. To insure anything, you need to have insurable interest meaning your name must be on the ownership.

If I am renovating my house, do I need to let my broker know?

This depends on the size of the renovation. Cosmetic renovations such as new flooring, painting or updates to kitchens and bathrooms are not a material change in risk and therefore, do not need to be noted. However,if you are adding value to the house, such as finishing the basement, it is important to let your broker know, so we can ensure the limit on the house is sufficient. Any renovations that include additions to the house are important to let your broker know, so they can ensure proper coverage is in place, as this is a material change in risk.

The Hidden Value of Offering Employee Benefits in a Small Business

Across Canada, small businesses keep the economy moving. As of 2022, 98% of all employer firms had fewer than 100 employees. These businesses account for over 10.7 million jobs, nearly two-thirds of the national workforce. Medium and large companies make up the rest.

Ontario reflects that same picture. Small firms are everywhere: cafés, shops, local clinics, family-run construction crews, startups, and trades. They hire locally, train from within, and compete for the same talent as national corporations.

Things have changed, though. The modern workforce expects more than pay from employers. They need stability, purpose, workplace wellness, and support for health and family life. They want a full package that includes meaningful employee benefits.

This data-driven blog will answer what is required by law, what is worth offering beyond the basics, and how the right advice can help employers attract, retain, and grow great teams.

Why Ontario’s Small Businesses Can’t Ignore Benefits

Employee turnover is expensive. In 2024, a survey revealed that 28% of Canadian employers said they expect more people to leave their jobs. The average cost to replace one worker was $30,674. This figure includes more than job advertisements. It covers lost time, slower output, training, onboarding, and mistakes made during learning curves.

Based on recent employment and economic trends in 2025, turnover costs are expected to rise. Small businesses in Ontario feel it the most, as many can’t afford to keep rehiring every few months.

The labour market is tight, especially in sectors like insurance, trades, and finance. Finding the right people takes time, and keeping them takes strategy. This is exactly why business owners focus on staff retention. Better support means better loyalty, and a good place to start is workplace wellness.

Mandatory Employee Benefits in Ontario

Every small business in Ontario must meet a legal standard of employee benefits required by both federal and provincial laws. As an employer, here is what you must provide:

Pension: The Canada Pension Plan (CPP) is compulsory for all workers in Canada (except Quebec, which has its Quebec Pension Plan). According to the CPP, employers and employees each contribute 5.95% of the employee’s income. This applies up to a maximum of $71,000 in 2025.
Employment Insurance (EI): Employers contribute 1.4 times Canada’s employees’ EI premiums. For most, that is around $1,170. This protects workers who face job loss or need time off due to family or illness.
Paid Time Off: After one year, employees get two weeks of paid vacation. After five years, it becomes three. Ontario also has nine public holidays, which must be paid days off.
Job-Protected Leaves: The Ontario Employment Standards Act (ESA) covers sick leave, bereavement, family emergencies, and parental leave. Maternity leave can last for 15 weeks. Parental leave can stretch from 35 to 61 weeks, depending on federal EI coverage.
Workplace Injury Insurance (WSIB): If someone gets hurt on the job, the WSIB covers their care and income.
Right-to-Disconnect Policy: Since 2024, workplaces with 25 or more employees must put this in writing. This supports healthier boundaries and workplace wellness.

These required employee benefits build trust and show staff they are safe, valued, and protected.

Strategic Supplementary Benefits: Adding Hidden Value

Mandatory coverage is always the starting point. For real impact, most small businesses offer strategic employee benefits. While these aren’t required by the law, they help with staff retention and boost productivity.

Below are some key extras worth considering:

Group insurance plans: These bundle multiple protections into one: extended health, dental, life, vision, and disability. Many employers also include mental health services.
Group Registered Retirement Savings Plan (RRSP): Also known as Pension Top-Up, a Group RRSP is a workplace savings plan set up by employers. Staff can contribute directly from their paycheque, and the employer matches a portion, usually around 3%.
Life and long-term disability: These give families peace of mind. Plus, they are more affordable through a group insurance plan. Some benefits may also be tax-free for employees.
Wellness perks and Health Spending Accounts (HSAs): This includes support for fitness, therapy, ergonomic tools, or home office gear. The return on investment (ROI) is also impressive. For every $1 invested in workplace wellness, small businesses save about $3.27 in healthcare costs and $2.73 in reduced absenteeism.

Calculating the ROI: When Benefits Are Profits

If your staff retention improves to as little as 5%, the money saved usually covers the full costs of the workers’ benefits package. This is not guesswork. A 2023 survey found that 73% of workers in small or mid-sized businesses would stay longer if better benefits were provided.

Additionally, a BCG data report shows that investing in workplace wellness (therapy, fitness, or ergonomic support) can increase productivity by 13%. This translates to fewer sick days, more energy, better morale, and faster output. In other words, the right employee benefits don’t drain your budget; they protect it.

Keep Talents Longer With James Campbell Employee Benefits Offerings

Since 1978, James Campbell Insurance has supported Ontario’s small businesses with protection that goes beyond the basics. We are a family-owned and community-based full-service insurance brokerage with vast experience in helping employers take care of their teams.

Our employee benefits coverage is planned to fit your staff size, budget, and goals. Coverage includes extended health, dental, life insurance, disability, critical illness, and more. We also help with ESA and EI guidance and compliance.

We track usage, review annually, and adjust as your workforce changes to ensure costs are in check and loyalty remains high. Our clients don’t just get coverage; they receive clarity, consistency, and trusted advice.

Does your current staff retention approach unlock ROI or leave value untapped? Reach out to James Campbell Insurance at 1-833-459-1065 or contact us online to explore options, understand your obligations, and design employee benefits that work.