Culture of growth and development
Supporting employee growth is one of our key goals. We provide you with development opportunities including in-class workshops, access to an online learning portal and opportunities to work on diverse and challenging projects.
Giving back and having fun
Having a positive impact on the world is important to us. Joining our team means that you can support worthwhile causes, ranging from supporting the Kakuma Refugee camp in Kenya to raising money to conquer cancer. Each of our offices host a variety of social events where you can connect with colleagues.
Navigating life’s ups and downs with our EFAP resource program
We are the largest employee and family assistance program (EFAP) provider in Canada, supporting employees and their family members so they can manage work, health and life challenges. We ensure that our employees have access to the best EFAP resources to get the support services they need.
Focusing on the future through financial security and retirement plans
Whatever your personal goals are for retirement, RRSPs (registered retirement savings plans) and TFSAs (tax-free savings accounts), our financial benefit plans are available to help reach your goals.
Customizable health and dental plans
Working as a benefits-eligible employee means you’re are covered for medical, dental, vision, disability and life insurance with the ability to customize coverage based on your individual and family needs.
Finding balance using vacation time and floater days
We know that work-life balance is key to having an engaged group of employees. Vacation entitlement begins at 15 days, plus two floater days, for all permanent employees.
Perks and recognition programs to reward hard work
We want employees to feel the benefits, so we offer a robust employee perks program where everyone can take advantage of discounts from various retail and entertainment vendors.
Current and former employees report that LifeWorks provides the following benefits. It may not be complete.
Showing 1–10 of 188 comments
‘It can be costly per pay’
‘You have the choice to opt out if you don't want to contribute to the plan’
‘4 weeks starting PTO and 6 sick days’
Excellent benefits and RRSP allowance
DC pension - I'd say average for the industry. Employees are required to contribute 2% up to YMPE + 4% in excess of YMPE (~60k), and the employer fully matches that. In addition, employees can choose to contribute 4% of their full salary and the employer matches half of that. Benefits are flexible - can choose how much medical, dental, paramedical, vision coverage and life/critical illness insurance you wish. Depending on your choice you either have to pay a small premium monthly or get some money back. Ideally, the family coverage would increase more to cover the children, but compared to other plans I've seen, the family increase offered by LifeWorks could be improved (in other words, covering your dependents will likely require a pretty large monthly contribution). Dental, vision and paramedical coverage (physio /massage /chiro /acupuncture) are quite great. Depends on the package you choose but they are quite competitive. Maternity/parental benefits aren't great - only a 6-week top up (on top of EI to get you to the salary you had prior to the leave). Certainly a benefit that requires improvement. But at least they're flexible with the amout of time you take off. Work from home - very flexible - can even do WFH all the time (2022) as long as your team/manager is okay with the arrangement. Vacation is average - starts at 3 weeks/yr and increase by a week after every 6 years worked. 3 floater /wellness days added on top. Can purchase additional vacation days as part of benefits selection. Full support for actuarial exam writers. Material paid for, study days (usually 3 days per hour of exam), bonus and salary increase as you pass exams.
Benefits were decent you can pick from 3 plans
Morneau Shepell (now known as Lifeworks) had great benefits with good coverage amounts and percentages.
Pretty good, could be better
Great benefits for all to use.
Flexible work hours, average pension and vacation benefits.
Up to 80% covered on medical/dental based on options chosen. Flex credits given to use, however amount is apparently based on level/salary. Unless you choose not to be covered at all (not entirely possible because some options are mandatory), or use only single coverage, if you choose the min coverage with spouse and one or more dependents, expect to pay above flex credits, deducted from your salary. Premiums increased, adjusted due to current situation and rise in inflation, however no concurrent increase to flex credit amount to also account for increase in inflation and cost of living ( increase in inflation not reflected in salary increases so not also in relation to flex credits given, explained as based on salary and level)
A number of people have recently left this company. It will tell you everything you need to know.
Comprehensive and yet not overly generous.