{"id":1968,"date":"2026-03-27T14:00:06","date_gmt":"2026-03-27T21:00:06","guid":{"rendered":"https:\/\/immixgroup.ca\/blog\/?p=1968"},"modified":"2026-03-30T21:25:24","modified_gmt":"2026-03-31T04:25:24","slug":"dental-benefits","status":"publish","type":"post","link":"https:\/\/immixgroup.ca\/blog\/2026\/03\/27\/dental-benefits\/","title":{"rendered":"Dental Benefits"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1968\" class=\"elementor elementor-1968\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-ad97743 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"ad97743\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-8784a00\" data-id=\"8784a00\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-af7c53b elementor-widget elementor-widget-html\" data-id=\"af7c53b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<article class=\"immix-article immix-article--dental\" itemscope itemtype=\"https:\/\/schema.org\/Article\">\n  <header class=\"immix-article__hero\">\n    <div class=\"immix-article__hero-inner\">\n      <div class=\"immix-article__eyebrow\">Immix Insights \u2022 April 2026<\/div>\n\n      <h1 class=\"immix-article__title\" itemprop=\"headline\">\n        Why Dental Benefits Keep Getting More Expensive and What Employers Should Know\n      <\/h1>\n\n      <p class=\"immix-article__dek\" itemprop=\"description\">\n        Dental coverage remains one of the most valued parts of an employee benefits plan, but it is also one of the areas where employers continue to see cost increases.\n      <\/p>\n\n      <div class=\"immix-article__meta\">\n        <div class=\"immix-article__author\" itemprop=\"author\" itemscope itemtype=\"https:\/\/schema.org\/Person\">\n          <span class=\"immix-article__meta-label\">Written by<\/span>\n          <a class=\"immix-article__author-link\" href=\"https:\/\/www.linkedin.com\/in\/howardch\/\" target=\"_blank\" rel=\"noopener\" itemprop=\"url\">\n            <span itemprop=\"name\">Howard Cheung<\/span>\n          <\/a>\n        <\/div>\n\n        <div class=\"immix-article__date\">\n          <span class=\"immix-article__meta-label\">Published<\/span>\n          <time datetime=\"2026-04\" itemprop=\"datePublished\">April 2026<\/time>\n        <\/div>\n      <\/div>\n    <\/div>\n  <\/header>\n\n  <div class=\"immix-article__shell\">\n    <div class=\"immix-article__content\" itemprop=\"articleBody\">\n      <aside class=\"immix-storybox immix-storybox--offset\" aria-label=\"Story box\">\n        <div class=\"immix-storybox__inner\">\n          <p>We\u2019re often asked, \u201cHow much does it really cost to provide dental coverage for my employees?\u201d One of the simplest ways to think about it is to reflect on your own experience at the dentist.<\/p>\n\n          <p>A routine cleaning and examination typically costs $200\u2013$300 per visit. Over the course of a year, even basic adult preventative care alone averages $400\u2013$600 per person\u2014and that\u2019s before any additional work like fillings are required.<\/p>\n\n          <p>Now scale that up. For a family of four, it\u2019s common to see at least $1,600 a year in preventative care costs\u2014and more realistically over $3,000\u2014before considering fillings, crowns, bridges, or orthodontic treatment.<\/p>\n\n          <p>For a typical insured group dental plan, the premiums are initially estimated based on demographic data and expected usage, however the actual claims experience ultimately drives premium adjustments over time. The premiums paid cannot be less than the claims.<\/p>\n\n          <p>This is why we typically see Single dental premiums ranging from $50 to $150 per month, with Family coverage easily costing more than double. While employees often share in the cost through deductibles or co-payments, and annual limits may apply, the math adds up quickly.<\/p>\n\n          <p>When you look at dental coverage across a larger employee group, it becomes clear how rapidly premiums can escalate\u2014and why thoughtful plan design and cost-sharing matter.<\/p>\n        <\/div>\n      <\/aside>\n\n      <section class=\"immix-article__section\">\n        <p>Dental coverage remains one of the most valued parts of an employee benefits plan, but it is also one of the areas where employers continue to see cost increases.<\/p>\n\n        <p>Plan sponsors are asking many of the same questions. Why are dental claims rising? How much of the increase comes from new dental fee guides? Is the Canadian Dental Care Plan changing anything for employer-sponsored group plans? And what can employers do to keep coverage sustainable without simply shifting more cost onto employees?<\/p>\n\n        <p>The reality is that dental inflation is being driven by more than one factor. Fee guide increases do matter, but they are only part of the story. Higher utilization, rising practice costs, and more complex treatment patterns are also contributing to growing dental spend.<\/p>\n\n        <p>There is also confusion around the Canadian Dental Care Plan. While it is an important public program, it does not replace employer-sponsored dental coverage and it does not make private plans cheaper for employers.<\/p>\n\n        <p>For employers, the real question is not whether dental costs are rising. It is what is driving those increases, how they affect renewals and long-term plan sustainability, and what options exist to manage them well.<\/p>\n\n        <p>In this article, we look at the 2026 dental fee guides, the other forces driving dental costs upward, why the CDCP does not change the economics of employer plans, and where options like Health Spending Accounts and supplemental coverage come into play.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"why-dental-costs-are-rising\">\n        <h2>Why dental costs are rising<\/h2>\n\n        <p>Dental costs are rising in 2026 for a few reasons at once.<\/p>\n\n        <p>The first is simple. The cost of delivering dental care continues to increase. Like many health services, dental practices are dealing with higher staffing, supply, equipment, and operating costs. Over time, those pressures show up in treatment costs and, in turn, in dental claims.<\/p>\n\n        <p>The second is utilization. People with dental coverage are more likely to use it, especially for routine and preventive care. That is not a bad thing. In many cases, it means employees are getting the care they need. But it also means total plan spending can rise even when the plan itself has not changed.<\/p>\n\n        <p>Treatment complexity also plays a role. As workforces age and more people stay engaged with regular care, plans may start to see more restorative and major dental work over time, not just cleanings and basic exams. On top of that, advances in technology mean more expensive equipment used in the dental offices.<\/p>\n\n        <p>For employers, that is what makes dental spending harder to predict. Costs can rise even without a major plan design change, because the pressure is coming from several directions at once.<\/p>\n\n        <p>The annual dental fee guide is part of that story, but it is not the whole story. It helps explain why claims move upward, but so do broader inflation, higher utilization, and the growing cost of care. That is why it helps to think about dental inflation as a trend driven by both price and usage, not just by one change in the market.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"fee-guide-means\">\n        <h2>What the dental fee guide means for dental expenses<\/h2>\n\n        <p>The dental fee guide is one of the clearest reasons dental claims rise over time, but it is often misunderstood.<\/p>\n\n        <p>Each province publishes a suggested guide that sets benchmark fees for dental procedures. In Canada, dentists are not required to charge those exact amounts, but the guide still matters because most dental offices adhere to this guide, and most benefit plans use it as the basis for reimbursement.<\/p>\n\n        <p>That means when the fee guide goes up, claim costs often go up with it. Even small increases in common services can add up across a workforce over the course of a year. Consider an exam at $200 in 2021:<\/p>\n\n        <div class=\"immix-table-card\">\n          <div class=\"immix-table-card__inner\">\n            <table class=\"immix-table immix-table--fee-guide\">\n              <caption class=\"screen-reader-text\">BC dental fee guide example from 2021 to 2026<\/caption>\n              <thead>\n                <tr>\n                  <th scope=\"col\">Year<\/th>\n                  <th scope=\"col\">BC Fee Guide Increase<\/th>\n                  <th scope=\"col\">Dental Cost ($)<\/th>\n                <\/tr>\n              <\/thead>\n              <tbody>\n                <tr>\n                  <th scope=\"row\">2021<\/th>\n                  <td>Base<\/td>\n                  <td>200<\/td>\n                <\/tr>\n                <tr>\n                  <th scope=\"row\">2022<\/th>\n                  <td>7.35%<\/td>\n                  <td>214.7<\/td>\n                <\/tr>\n                <tr>\n                  <th scope=\"row\">2023<\/th>\n                  <td>5.99%<\/td>\n                  <td>227.56<\/td>\n                <\/tr>\n                <tr>\n                  <th scope=\"row\">2024<\/th>\n                  <td>4.73%<\/td>\n                  <td>238.34<\/td>\n                <\/tr>\n                <tr>\n                  <th scope=\"row\">2025<\/th>\n                  <td>3.27%<\/td>\n                  <td>246.14<\/td>\n                <\/tr>\n                <tr>\n                  <th scope=\"row\">2026<\/th>\n                  <td>2.66%<\/td>\n                  <td>252.69<\/td>\n                <\/tr>\n              <\/tbody>\n            <\/table>\n          <\/div>\n        <\/div>\n\n        <p>Factoring in only the fee guide, that same $200 would cost $253 just 5 years later.<\/p>\n\n        <p>The fee guide is not the only reason dental costs rise, but it is one of the easiest places to see how annual inflation begins to move through a benefits plan and eventually affect renewal discussions. This is the basis for a common frustration for employers; seeing dental claims rise when the coverage (i.e. 80%) and annual plan limits (i.e. $2,000) have stayed the same.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"claims-rise-without-plan-changes\">\n        <h2>Why claims rise even when plan design does not change<\/h2>\n\n        <p>One of the most common frustrations for employers is seeing dental claims increase even though the plan design itself has not changed. Coverage levels are the same. Annual maximums are unchanged. Reimbursement percentages look identical year over year. Yet total claims still rise.<\/p>\n\n        <p>The reason is that plan cost is driven by behaviour and usage, not just plan rules.<\/p>\n\n        <p>Dental plans are sensitive to who is actively using the coverage and what type of care they are accessing. Even small shifts in utilization patterns can materially affect total claims across a group.<\/p>\n\n        <p>For example, as employees settle into a workplace and become more comfortable using their benefits, routine care tends to become more consistent. Missed cleanings are caught up on. Long deferred treatment gets addressed. Employees who may not have had coverage before begin to use it regularly. None of this requires a plan change, but it does increase claim volume.<\/p>\n\n        <p>Over time, treatment mix also changes. A workforce that maintains regular preventive care will eventually generate more restorative and major claims. Fillings follow cleanings. Crowns follow fillings. Periodontal treatment becomes more common as employees age. These services cost more than basic exams, even when reimbursement percentages remain the same.<\/p>\n\n        <p>Turnover can amplify this effect. New hires often arrive with unmet dental needs and immediately use coverage. Departing employees may complete major work before giving notice. As the group changes, the pattern of claims changes with it.<\/p>\n\n        <p>The result is that claims pressure can build quietly, driven by utilization and treatment mix rather than plan generosity. From the employer\u2019s perspective, it can feel disconnected from any conscious decision about benefits. The plan looks the same, but the experience inside it has evolved.<\/p>\n\n        <p>This is why dental renewals can increase even in years when nothing appears to have changed. The structure of the plan is stable, but the cost and timing of care within the plan are not.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"cdcp-mean-for-employers\">\n        <h2>Canadian Dental Care Plan Mean for Employers\u2014and What Doesn\u2019t It Change?<\/h2>\n\n        <p>The Canadian Dental Care Plan has received a great deal of attention, but it does not change the basic economics of employer-sponsored dental coverage.<\/p>\n\n        <p>The CDCP is a public dental program for eligible Canadians who do not have access to private dental coverage. That is an important point, because it means it is not designed to replace employer plans or reduce costs for employers already offering dental benefits.<\/p>\n\n        <p>For plan sponsors, this is where some confusion has crept in. The existence of a public dental program can make it sound like pressure on private plans should ease. In practice, that is not how the program works. Employees who have access to employer-sponsored dental coverage generally are not the people the CDCP is meant to serve.<\/p>\n\n        <p>Employer plans still play a different role in attracting talent, supporting employees, and providing predictable access to care. The CDCP matters in the broader conversation about access to dental care in Canada, but it does not reduce renewal pressure on private plans or make employer dental coverage less relevant.<\/p>\n\n        <p>For employers considering dropping or not implementing dental coverage, it\u2019s worth noting that eligibility for the CDCP is income-tested, restricting access to those under defined income thresholds. Although it improves access to care for low income people, the program\u2019s fee schedule and coverage levels are limited, often falling short of typical dental costs.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"what-this-means-for-employers\">\n        <h2>What this means for employers<\/h2>\n\n        <p>For employers, rising dental costs are not just another line item, they are a signal about the long-term sustainability of the plan.<\/p>\n\n        <p>When claims continue to increase, the impact shows up at renewal. Underwriters typically look ahead, not just back, applying assumptions that anticipate continued growth in claims. The result is often higher costs, more difficult decisions, and increased scrutiny of whether the current plan is still working as intended.<\/p>\n\n        <p>This is where many employers get stuck. They want to provide meaningful coverage and avoid scaling back benefits unnecessarily. At the same time, a pattern of rising claims year after year is difficult to ignore or absorb.<\/p>\n\n        <p>Part of the challenge is that dental pressure is easy to misinterpret. Higher claims do not necessarily mean the plan is too generous. In many cases, they reflect broader factors such as increased cost of care, more consistent utilization, or a shift toward more complex treatment. Often, it is a combination of all three.<\/p>\n\n        <p>That is why employers need more than a renewal number\u2014they need context. An in-depth review should identify what is actually driving the increase, where the pressure is coming from, and whether the plan remains aligned with the needs of the workforce. The goal is not simply to react to rising costs, but to understand them well enough to make informed, sustainable decisions.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"how-employers-should-approach\">\n        <h2>How should employers approach rising dental plan costs?<\/h2>\n\n        <p>The first step is to review the plan with a clear understanding of what is driving the increase.<\/p>\n\n        <p>That means looking beyond the renewal number. Employers should understand which services are driving claims, whether the plan is tied to the current fee guide or a lagged year, and where cost pressure is building over time. From there, it may make sense to adjust how the plan is structured. In some cases, the answer is not richer coverage. It is better balance.<\/p>\n\n        <p>That could mean reviewing reimbursement levels, annual maximums, coverage for major services, or how often certain services are covered. The right approach depends on the workforce, the budget, and the role benefits play in recruitment and retention.<\/p>\n\n        <p>Health Spending Accounts can also help. They give employers a way to add flexibility without relying only on a traditional insured plan. In the right situation, an HSA can help cover eligible dental expenses while giving employers more control over how dollars are allocated.<\/p>\n\n        <p>Communication matters too. Employees do not always understand how their dental coverage works, what is covered, or where out-of-pocket costs may still apply. Clear communication can help reduce confusion and make the plan feel more valuable.<\/p>\n\n        <p>The goal is not simply to cut costs. It is to build a dental strategy that stays useful, sustainable, and realistic over time.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"what-individuals-can-do\">\n        <h2>What individuals can do if dental coverage is limited<\/h2>\n\n        <p>When dental coverage is limited, the best next step is usually to look at where the gap actually is.<\/p>\n\n        <p>For some people, the issue is no coverage at all. For others, it is coverage that helps with basic care but leaves larger out-of-pocket costs for more expensive treatment.<\/p>\n\n        <p>In those situations, there may be other options to consider. Health Spending Accounts can help in some cases, especially when flexibility matters more than a traditional one-size-fits-all plan. Individual health and dental plans may also be worth exploring for people who do not have access to employer coverage, or recently lost group coverage. For high dental costs that end up paid out of pocket, in Canada eligible dental expenses can be claimed as part of the Medical Expense Tax Credit (METC) on your personal tax return<\/p>\n\n        <p>The important point is that limited coverage does not always mean there are no options. It usually means taking a closer look at what kind of support makes the most sense for the person, the family, or the business.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section\" id=\"move-forward-with-clarity\">\n        <h2>How employers can move forward with clarity<\/h2>\n\n        <p>Rising dental costs are not the result of a single change, but a combination of factors that build over time\u2014fee guide increases, higher utilization, and the growing cost and complexity of care. For employers, the challenge is not just managing renewal increases, but understanding what is driving them and how the plan should evolve in response. Reviewing recent claims experience, separating price effects (such as fee guide movement) from utilization and treatment mix, and stress-testing plan design choices can help employers make decisions that support both affordability and access to care.<\/p>\n      <\/section>\n\n      <section class=\"immix-article__section immix-article__section--takeaways\" id=\"key-takeaways\">\n        <div class=\"immix-callout immix-callout--key-takeaways\">\n          <div class=\"immix-callout__header\">\n            <h2>Key takeaways<\/h2>\n          <\/div>\n\n          <ul class=\"immix-list immix-list--check\">\n            <li>Dental costs rise due to a combination of fee guide increases, higher utilization, and more complex care.<\/li>\n            <li>Claims can increase even when plan design stays the same, because usage patterns and treatment costs continue to evolve.<\/li>\n            <li>The CDCP improves access for eligible Canadians but does not replace employer-sponsored coverage or reduce cost pressure on private plans.<\/li>\n            <li>For employers, the priority is understanding what is driving costs and ensuring the plan remains aligned with workforce needs.<\/li>\n            <li>For individuals with limited coverage, options such as HSAs or individual plans may help bridge the gap.<\/li>\n          <\/ul>\n        <\/div>\n      <\/section>\n\n      <section class=\"immix-article__section immix-article__section--faq\" id=\"faq\">\n        <div class=\"immix-faq\">\n          <div class=\"immix-faq__header\">\n            <h2>FAQ<\/h2>\n          <\/div>\n\n          <div class=\"immix-faq__items\">\n            <div class=\"immix-faq__item\">\n              <h3>Does the CDCP replace employer dental coverage?<\/h3>\n              <p>No. The CDCP is for eligible Canadians who do not have access to private dental coverage, including employer-sponsored plans. It is not a replacement for employer dental benefits, and it does not reduce cost pressure on private plans.<\/p>\n            <\/div>\n\n            <div class=\"immix-faq__item\">\n              <h3>Why can dental claims rise if the plan has not changed?<\/h3>\n              <p>Because plan cost is influenced by more than plan design. If the cost of care goes up, if employees use their coverage more consistently, or if more claims involve higher-cost treatment, total spending can rise even when the plan structure stays the same.<\/p>\n            <\/div>\n\n            <div class=\"immix-faq__item\">\n              <h3>Does the fee guide control what every dentist charges?<\/h3>\n              <p>No. The fee guide is a benchmark, not a mandatory price list. Even so, it still matters because many dental reimbursements are tied to it.<\/p>\n            <\/div>\n\n            <div class=\"immix-faq__item\">\n              <h3>Can an HSA help with dental costs?<\/h3>\n              <p>In some cases, yes. A Health Spending Account can help employers add flexibility by reimbursing eligible medical and dental expenses on a tax-effective basis. That can make it a useful supplement to a traditional benefits plan.<\/p>\n            <\/div>\n\n            <div class=\"immix-faq__item\">\n              <h3>What if someone does not have enough dental coverage?<\/h3>\n              <p>That depends on the gap. Some people may want to look at an individual health and dental plan, while others may want to supplement existing coverage with another solution. The right answer depends on the person, the family, or the business.<\/p>\n            <\/div>\n          <\/div>\n        <\/div>\n      <\/section>\n\n      <section class=\"immix-article__section immix-article__section--reading\" id=\"further-reading\">\n        <div class=\"immix-reading\">\n          <div class=\"immix-reading__header\">\n            <h2>Further Reading<\/h2>\n          <\/div>\n\n          <div class=\"immix-reading__grid\">\n            <article class=\"immix-reading__card\">\n              <h3><a href=\"https:\/\/www.immixgroup.ca\/health-spending-accounts.php\">Health Spending Accounts (HSAs)<\/a><\/h3>\n              <p>A primer on how HSAs can reimburse eligible medical and dental expenses, how they are commonly coordinated with insured benefits, and where they may add flexibility.<\/p>\n            <\/article>\n\n            <article class=\"immix-reading__card\">\n              <h3><a href=\"https:\/\/www.immixgroup.ca\/individual-health-plans.php\">Individual health and dental plans<\/a><\/h3>\n              <p>Background on individual plans, common features and limitations, and situations where individuals may consider personal coverage.<\/p>\n            <\/article>\n\n            <article class=\"immix-reading__card\">\n              <h3><a href=\"https:\/\/immixgroup.ca\/blog\/2024\/07\/30\/individual-health-and-dental-plan\/\">How individual health and dental plans work (step-by-step)<\/a><\/h3>\n              <p>A walkthrough of typical eligibility, underwriting, benefits, and coordination considerations for individual coverage.<\/p>\n            <\/article>\n\n            <article class=\"immix-reading__card\">\n              <h3><a href=\"https:\/\/www.canada.ca\/en\/services\/benefits\/dental\/dental-care-plan\/qualify.html\" target=\"_blank\" rel=\"noopener\">Canadian Dental Care Plan: Do you qualify?<\/a><\/h3>\n              <p>Useful for readers who want to understand who the CDCP is for and why it does not apply to people with access to private dental coverage.<\/p>\n            <\/article>\n          <\/div>\n        <\/div>\n      <\/section>\n\n      <section class=\"immix-article__section immix-article__section--next-steps\" id=\"next-steps\">\n        <div class=\"immix-cta-panel\">\n          <div class=\"immix-cta-panel__inner\">\n            <h2>Next steps: reviewing dental plan sustainability for 2026<\/h2>\n\n            <p>If dental claims are increasing, it can help to step back and confirm which factors are driving the change (for example: fee guide movement, utilization, treatment mix, and the cost of care).<\/p>\n\n            <p>A structured review typically looks at plan design (coverage levels, frequency limits, annual maximums, and major services), cost-sharing (deductibles and coinsurance), and supporting strategies such as HSAs or supplemental arrangements. The objective is to keep coverage meaningful for employees while managing long-term affordability for the organization.<\/p>\n\n            <p class=\"immix-cta-panel__linkline\">\n              <span>For more information or to request a plan review:<\/span>\n              <a href=\"https:\/\/www.immixgroup.ca\/contact.php\">https:\/\/www.immixgroup.ca\/contact.php<\/a>\n            <\/p>\n          <\/div>\n        <\/div>\n      <\/section>\n    <\/div>\n  <\/div>\n<\/article><style>\/* =========================================================\n   Immix Group Article CSS\n   One-column premium editorial layout\n   For: Dental benefits article \/ Immix Insights\n   ========================================================= *\/\n\n.immix-article {\n  --immix-ink: #15212b;\n  --immix-body: #2f3d49;\n  --immix-muted: #667788;\n  --immix-line: #d8e2ea;\n  --immix-line-strong: #c8d4de;\n  --immix-surface: #ffffff;\n  --immix-surface-soft: #f6f9fc;\n  --immix-surface-alt: #eef4f8;\n  --immix-brand: #0f5e77;\n  --immix-brand-dark: #0a4b5f;\n  --immix-accent: #cfe7f0;\n  --immix-shadow: 0 18px 40px rgba(15, 44, 64, 0.08);\n  --immix-radius-lg: 24px;\n  --immix-radius-md: 18px;\n  --immix-radius-sm: 12px;\n  --immix-content-width: 760px;\n  --immix-transition: 0.28s ease;\n\n  color: var(--immix-body);\n  background: linear-gradient(180deg, #f7fbfd 0%, #ffffff 220px);\n  font-family: \"Inter\", \"Helvetica Neue\", Arial, sans-serif;\n  font-size: 18px;\n  line-height: 1.78;\n  overflow-wrap: anywhere;\n}\n\n.immix-article *,\n.immix-article *::before,\n.immix-article *::after {\n  box-sizing: border-box;\n}\n\n.immix-article__hero {\n  position: relative;\n  padding: 72px 24px 42px;\n  background:\n    radial-gradient(circle at top left, rgba(207, 231, 240, 0.75) 0%, rgba(207, 231, 240, 0) 42%),\n    linear-gradient(180deg, #eff7fb 0%, #ffffff 100%);\n  border-bottom: 1px solid rgba(200, 212, 222, 0.7);\n}\n\n.immix-article__hero-inner {\n  max-width: var(--immix-content-width);\n  margin: 0 auto;\n}\n\n.immix-article__eyebrow {\n  display: inline-block;\n  margin: 0 0 18px;\n  padding: 7px 12px;\n  border-radius: 999px;\n  background: rgba(15, 94, 119, 0.08);\n  color: var(--immix-brand-dark);\n  font-size: 12px;\n  font-weight: 700;\n  letter-spacing: 0.12em;\n  text-transform: uppercase;\n}\n\n.immix-article__title {\n  margin: 0;\n  color: var(--immix-ink);\n  font-size: clamp(2.2rem, 5vw, 3.7rem);\n  line-height: 1.08;\n  letter-spacing: -0.03em;\n  font-weight: 800;\n  text-wrap: balance;\n}\n\n.immix-article__dek {\n  max-width: 700px;\n  margin: 22px 0 0;\n  color: #415363;\n  font-size: clamp(1.08rem, 2vw, 1.28rem);\n  line-height: 1.65;\n}\n\n.immix-article__meta {\n  display: flex;\n  flex-wrap: wrap;\n  gap: 18px 28px;\n  align-items: center;\n  margin-top: 30px;\n  padding-top: 22px;\n  border-top: 1px solid rgba(200, 212, 222, 0.85);\n}\n\n.immix-article__meta-label {\n  display: block;\n  margin-bottom: 4px;\n  color: var(--immix-muted);\n  font-size: 12px;\n  font-weight: 700;\n  letter-spacing: 0.08em;\n  text-transform: uppercase;\n}\n\n.immix-article__author,\n.immix-article__date {\n  min-width: 160px;\n  font-size: 0.98rem;\n  line-height: 1.45;\n}\n\n.immix-article__author-link {\n  color: var(--immix-ink);\n  font-weight: 700;\n  text-decoration: none;\n  border-bottom: 1px solid transparent;\n  transition: color var(--immix-transition), border-color var(--immix-transition);\n}\n\n.immix-article__author-link:hover,\n.immix-article__author-link:focus {\n  color: var(--immix-brand);\n  border-color: rgba(15, 94, 119, 0.35);\n}\n\n.immix-article__shell {\n  padding: 34px 24px 88px;\n}\n\n.immix-article__content {\n  max-width: var(--immix-content-width);\n  margin: 0 auto;\n}\n\n.immix-article__section {\n  margin: 0 0 44px;\n}\n\n.immix-article__section h2 {\n  margin: 0 0 18px;\n  color: var(--immix-ink);\n  font-size: clamp(1.55rem, 2.3vw, 2.1rem);\n  line-height: 1.2;\n  letter-spacing: -0.02em;\n  font-weight: 800;\n  text-wrap: balance;\n}\n\n.immix-article__section h3 {\n  margin: 0 0 10px;\n  color: var(--immix-ink);\n  font-size: 1.14rem;\n  line-height: 1.35;\n  font-weight: 700;\n}\n\n.immix-article__section p {\n  margin: 0 0 18px;\n}\n\n.immix-article__section p:last-child,\n.immix-article__section ul:last-child,\n.immix-article__section table:last-child {\n  margin-bottom: 0;\n}\n\n.immix-article a {\n  color: var(--immix-brand);\n  text-decoration: underline;\n  text-decoration-thickness: 1px;\n  text-underline-offset: 0.12em;\n  transition: color var(--immix-transition);\n}\n\n.immix-article a:hover,\n.immix-article a:focus {\n  color: var(--immix-brand-dark);\n}\n\n.immix-storybox {\n  position: relative;\n  margin: 10px 0 42px;\n}\n\n.immix-storybox__inner {\n  padding: 28px 28px 26px;\n  background:\n    linear-gradient(180deg, rgba(207, 231, 240, 0.45) 0%, rgba(255, 255, 255, 0.98) 100%);\n  border: 1px solid rgba(186, 209, 220, 0.9);\n  border-radius: var(--immix-radius-lg);\n  box-shadow: var(--immix-shadow);\n}\n\n.immix-storybox__inner p {\n  margin: 0 0 16px;\n  color: #1f3444;\n  font-size: 1.02rem;\n}\n\n.immix-storybox__inner p:last-child {\n  margin-bottom: 0;\n}\n\n.immix-storybox--offset .immix-storybox__inner {\n  position: relative;\n}\n\n.immix-storybox--offset .immix-storybox__inner::before {\n  content: \"Story Box\";\n  display: inline-block;\n  margin-bottom: 16px;\n  padding: 6px 10px;\n  border-radius: 999px;\n  background: rgba(15, 94, 119, 0.11);\n  color: var(--immix-brand-dark);\n  font-size: 11px;\n  font-weight: 800;\n  letter-spacing: 0.12em;\n  text-transform: uppercase;\n}\n\n.immix-table-card {\n  margin: 28px 0;\n}\n\n.immix-table-card__inner {\n  overflow-x: auto;\n  background: var(--immix-surface);\n  border: 1px solid var(--immix-line);\n  border-radius: var(--immix-radius-md);\n  box-shadow: 0 12px 24px rgba(19, 42, 58, 0.06);\n}\n\n.immix-table {\n  width: 100%;\n  min-width: 520px;\n  border-collapse: collapse;\n  background: #fff;\n  font-size: 0.97rem;\n  line-height: 1.5;\n}\n\n.immix-table th,\n.immix-table td {\n  padding: 14px 16px;\n  text-align: left;\n  border-bottom: 1px solid #e6eef4;\n}\n\n.immix-table thead th {\n  background: #f2f8fb;\n  color: var(--immix-ink);\n  font-size: 0.86rem;\n  font-weight: 800;\n  letter-spacing: 0.04em;\n  text-transform: uppercase;\n}\n\n.immix-table tbody th {\n  color: var(--immix-ink);\n  font-weight: 700;\n}\n\n.immix-table tbody tr:last-child th,\n.immix-table tbody tr:last-child td {\n  border-bottom: 0;\n}\n\n.immix-callout,\n.immix-faq,\n.immix-reading,\n.immix-cta-panel {\n  background: var(--immix-surface);\n  border: 1px solid var(--immix-line);\n  border-radius: var(--immix-radius-lg);\n  box-shadow: var(--immix-shadow);\n}\n\n.immix-callout {\n  padding: 28px 28px 24px;\n  background: linear-gradient(180deg, #f6fbfd 0%, #ffffff 100%);\n}\n\n.immix-callout__header,\n.immix-faq__header,\n.immix-reading__header {\n  margin-bottom: 16px;\n}\n\n.immix-callout__header h2,\n.immix-faq__header h2,\n.immix-reading__header h2,\n.immix-cta-panel h2 {\n  margin: 0;\n  color: var(--immix-ink);\n  font-size: clamp(1.4rem, 2vw, 1.9rem);\n  line-height: 1.2;\n  letter-spacing: -0.02em;\n  font-weight: 800;\n}\n\n.immix-list {\n  margin: 0;\n  padding: 0;\n  list-style: none;\n}\n\n.immix-list li {\n  position: relative;\n  margin: 0 0 14px;\n  padding-left: 32px;\n}\n\n.immix-list li:last-child {\n  margin-bottom: 0;\n}\n\n.immix-list--check li::before {\n  content: \"\";\n  position: absolute;\n  top: 0.7em;\n  left: 0;\n  width: 14px;\n  height: 14px;\n  border-radius: 50%;\n  background: linear-gradient(180deg, #0f5e77 0%, #0a4b5f 100%);\n  box-shadow: 0 0 0 5px rgba(15, 94, 119, 0.1);\n  transform: translateY(-50%);\n}\n\n.immix-faq {\n  padding: 28px;\n  background: linear-gradient(180deg, #ffffff 0%, #fbfdff 100%);\n}\n\n.immix-faq__items {\n  display: block;\n}\n\n.immix-faq__item {\n  padding: 18px 0;\n  border-top: 1px solid #e7eef3;\n}\n\n.immix-faq__item:first-child {\n  border-top: 0;\n  padding-top: 0;\n}\n\n.immix-faq__item:last-child {\n  padding-bottom: 0;\n}\n\n.immix-faq__item h3 {\n  margin-bottom: 8px;\n}\n\n.immix-reading {\n  padding: 28px;\n}\n\n.immix-reading__grid {\n  display: grid;\n  grid-template-columns: 1fr;\n  gap: 16px;\n}\n\n.immix-reading__card {\n  padding: 18px 18px 16px;\n  background: linear-gradient(180deg, #f9fcfe 0%, #ffffff 100%);\n  border: 1px solid #e4edf3;\n  border-radius: var(--immix-radius-md);\n  transition: transform var(--immix-transition), box-shadow var(--immix-transition), border-color var(--immix-transition);\n}\n\n.immix-reading__card:hover,\n.immix-reading__card:focus-within {\n  transform: translateY(-2px);\n  border-color: rgba(15, 94, 119, 0.25);\n  box-shadow: 0 14px 30px rgba(16, 48, 69, 0.08);\n}\n\n.immix-reading__card h3 {\n  margin-bottom: 8px;\n  font-size: 1.02rem;\n}\n\n.immix-reading__card p {\n  margin: 0;\n  color: #4b5e6c;\n  font-size: 0.96rem;\n  line-height: 1.65;\n}\n\n.immix-cta-panel {\n  padding: 0;\n  overflow: hidden;\n  background:\n    radial-gradient(circle at top right, rgba(207, 231, 240, 0.55) 0%, rgba(207, 231, 240, 0) 34%),\n    linear-gradient(180deg, #ffffff 0%, #f7fbfd 100%);\n}\n\n.immix-cta-panel__inner {\n  padding: 30px 28px;\n}\n\n.immix-cta-panel p {\n  margin: 0 0 16px;\n}\n\n.immix-cta-panel p:last-child {\n  margin-bottom: 0;\n}\n\n.immix-cta-panel__linkline {\n  margin-top: 20px;\n  padding-top: 18px;\n  border-top: 1px solid #dde8ef;\n  font-weight: 600;\n}\n\n.immix-cta-panel__linkline span {\n  display: block;\n  margin-bottom: 6px;\n  color: var(--immix-muted);\n  font-size: 0.94rem;\n  font-weight: 700;\n  letter-spacing: 0.03em;\n}\n\n.screen-reader-text {\n  position: absolute !important;\n  width: 1px !important;\n  height: 1px !important;\n  padding: 0 !important;\n  margin: -1px !important;\n  overflow: hidden !important;\n  clip: rect(0, 0, 0, 0) !important;\n  white-space: nowrap !important;\n  border: 0 !important;\n}\n\n\/* Section spacing refinement *\/\n.immix-article__section--takeaways,\n.immix-article__section--faq,\n.immix-article__section--reading,\n.immix-article__section--next-steps {\n  margin-top: 52px;\n}\n\n\/* Better rhythm for long articles *\/\n.immix-article__section + .immix-article__section {\n  scroll-margin-top: 120px;\n}\n\n\/* Responsive adjustments *\/\n@media (max-width: 767px) {\n  .immix-article {\n    font-size: 17px;\n    line-height: 1.72;\n  }\n\n  .immix-article__hero {\n    padding: 48px 18px 28px;\n  }\n\n  .immix-article__shell {\n    padding: 26px 18px 64px;\n  }\n\n  .immix-storybox__inner,\n  .immix-callout,\n  .immix-faq,\n  .immix-reading,\n  .immix-cta-panel__inner {\n    padding: 22px 20px;\n  }\n\n  .immix-table th,\n  .immix-table td {\n    padding: 12px 12px;\n  }\n\n  .immix-article__meta {\n    gap: 14px 20px;\n  }\n\n  .immix-list li {\n    padding-left: 28px;\n  }\n}\n\n\/* WordPress\/editor safety *\/\n.immix-article img {\n  max-width: 100%;\n  height: auto;\n  border-radius: var(--immix-radius-sm);\n}\n\n.immix-article strong {\n  color: var(--immix-ink);\n  font-weight: 700;\n}\n\n.immix-article em {\n  font-style: italic;\n}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-826cc53 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"826cc53\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-296f02c\" data-id=\"296f02c\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-08a572b elementor-widget elementor-widget-global elementor-global-287 elementor-widget-image\" data-id=\"08a572b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"640\" height=\"960\" src=\"https:\/\/immixgroup.ca\/blog\/wp-content\/uploads\/2026\/03\/Howard-683x1024.avif\" class=\"attachment-large size-large wp-image-1986\" alt=\"\" srcset=\"https:\/\/immixgroup.ca\/blog\/wp-content\/uploads\/2026\/03\/Howard-683x1024.avif 683w, https:\/\/immixgroup.ca\/blog\/wp-content\/uploads\/2026\/03\/Howard-200x300.avif 200w, https:\/\/immixgroup.ca\/blog\/wp-content\/uploads\/2026\/03\/Howard-768x1152.avif 768w, https:\/\/immixgroup.ca\/blog\/wp-content\/uploads\/2026\/03\/Howard.avif 1000w\" sizes=\"(max-width: 640px) 100vw, 640px\" title=\"\">\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-2fa3e56\" data-id=\"2fa3e56\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-495a337 elementor-widget elementor-widget-global elementor-global-290 elementor-widget-text-editor\" data-id=\"495a337\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><span class=\"cert\"><a href=\"https:\/\/www.linkedin.com\/in\/howardch\/\" target=\"_blank\" rel=\"noopener\">Howard Cheung BBA<\/a><\/span><\/h3>\nEmployee Benefits Consultant, Immix Group: An Employee Benefits Company\n<strong>A<\/strong> <a href=\"https:\/\/www.google.com\/maps\/embed?pb=!1m18!1m12!1m3!1d2602.5699178039927!2d-123.12053598382099!3d49.28454617855886!2m3!1f0!2f0!3f0!3m2!1i1024!2i768!4f13.1!3m3!1m2!1s0x54867181f97930d5%3A0x9797e526e8704198!2s888%20Dunsmuir%20St%20%23450%2C%20Vancouver%2C%20BC%20V6C%203K4!5e0!3m2!1sen!2sca!4v1583124389424!5m2!1sen!2sca\" target=\"new\" rel=\"noopener\">Suite 450 &#8211; 888 Dunsmuir St. Vancouver V6C 3K4<\/a><\/p><p>\n<strong>Ph<\/strong> <a href=\"tel:6046885559\">604-688-5559<\/a><\/p>\n\n<p><strong>E<\/strong> <a href=\"mailto:info@immixgroup.ca\">info@immixgroup.ca<\/a><\/p>\n<p><strong>W<\/strong> <a href=\"https:\/\/www.immixgroup.ca\/\">www.immixgroup.ca<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-6811066 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"6811066\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-f961c30\" data-id=\"f961c30\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e7fa20a elementor-share-buttons--view-icon-text elementor-share-buttons--skin-gradient elementor-share-buttons--shape-square elementor-grid-0 elementor-share-buttons--color-official elementor-widget elementor-widget-share-buttons\" data-id=\"e7fa20a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"share-buttons.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-grid\" role=\"list\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-grid-item\" role=\"listitem\">\n\t\t\t\t\t\t<div class=\"elementor-share-btn elementor-share-btn_facebook\" role=\"button\" tabindex=\"0\" aria-label=\"Share on facebook\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__icon\">\n\t\t\t\t\t\t\t\t<i class=\"fab fa-facebook\" aria-hidden=\"true\"><\/i>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-share-btn__text\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__title\">\n\t\t\t\t\t\t\t\t\t\tFacebook\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-grid-item\" role=\"listitem\">\n\t\t\t\t\t\t<div class=\"elementor-share-btn elementor-share-btn_twitter\" role=\"button\" tabindex=\"0\" aria-label=\"Share on twitter\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__icon\">\n\t\t\t\t\t\t\t\t<i class=\"fab fa-twitter\" aria-hidden=\"true\"><\/i>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-share-btn__text\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__title\">\n\t\t\t\t\t\t\t\t\t\tTwitter\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-grid-item\" role=\"listitem\">\n\t\t\t\t\t\t<div class=\"elementor-share-btn elementor-share-btn_linkedin\" role=\"button\" tabindex=\"0\" aria-label=\"Share on linkedin\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__icon\">\n\t\t\t\t\t\t\t\t<i class=\"fab fa-linkedin\" aria-hidden=\"true\"><\/i>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-share-btn__text\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__title\">\n\t\t\t\t\t\t\t\t\t\tLinkedIn\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-6fcc989 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"6fcc989\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4c7ee15\" data-id=\"4c7ee15\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-c8d49d1 elementor-post-navigation-borders-yes elementor-widget elementor-widget-post-navigation\" data-id=\"c8d49d1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"post-navigation.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-post-navigation\" role=\"navigation\" aria-label=\"Post Navigation\">\n\t\t\t<div class=\"elementor-post-navigation__prev elementor-post-navigation__link\">\n\t\t\t\t<a href=\"https:\/\/immixgroup.ca\/blog\/2026\/03\/02\/employee-benefits-fraud-in-canada\/\" rel=\"prev\"><span class=\"post-navigation__arrow-wrapper post-navigation__arrow-prev\"><i aria-hidden=\"true\" class=\"fas fa-angle-left\"><\/i><span class=\"elementor-screen-only\">Prev<\/span><\/span><span class=\"elementor-post-navigation__link__prev\"><span class=\"post-navigation__prev--label\">Previous<\/span><span class=\"post-navigation__prev--title\">Employee Benefits Fraud in 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category-employee-group-savings-plan tag-benefits-customization tag-broker-managed-benefits-pool tag-cost-containment-strategies tag-employee-benefits tag-employee-financial-health tag-employee-well-being tag-employer-sponsored-benefits tag-financial-education tag-financial-literacy tag-financial-literacy-workshops tag-financial-wellness tag-group-benefits-plans tag-group-savings-programs tag-immix-group tag-innovative-benefits-pricing tag-tailored-benefits-solutions tag-vancouver-employee-benefits tag-workforce-productivity tag-workplace-financial-health\" role=\"listitem\">\n\t\t\t<div class=\"elementor-post__card\">\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h3 class=\"elementor-post__title\">\n\t\t\t<a href=\"https:\/\/immixgroup.ca\/blog\/2024\/12\/01\/your-one-stop-guide-exploring-key-themes-in-employee-benefits\/\">\n\t\t\t\tYour One-Stop Guide: Exploring Key Themes in Employee Benefits\t\t\t<\/a>\n\t\t<\/h3>\n\t\t\t\t<div class=\"elementor-post__excerpt\">\n\t\t\t<p>A Guide to Immix Insights Articles Are you wondering what we\u2019ve been writing about? Perhaps you haven\u2019t had time to read the articles, but you\u2019re hoping to gain some information<\/p>\n\t\t<\/div>\n\t\t\n\t\t<a class=\"elementor-post__read-more\" href=\"https:\/\/immixgroup.ca\/blog\/2024\/12\/01\/your-one-stop-guide-exploring-key-themes-in-employee-benefits\/\" aria-label=\"Read more about Your One-Stop Guide: Exploring Key Themes in Employee Benefits\" tabindex=\"-1\">\n\t\t\tRead More \u00bb\t\t<\/a>\n\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-post__meta-data\">\n\t\t\t\t\t<span class=\"elementor-post-date\">\n\t\t\tDecember 1, 2024\t\t<\/span>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/article>\n\t\t\t\t<\/div>\n\t\t\n\t\t\t\t<div class=\"e-load-more-anchor\" data-page=\"1\" data-max-page=\"4\" data-next-page=\"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/page\/2\/\"><\/div>\n\t\t\t\t<nav class=\"elementor-pagination\" aria-label=\"Pagination\">\n\t\t\t<span class=\"page-numbers prev\">&laquo; Previous<\/span>\n<span aria-current=\"page\" class=\"page-numbers current\"><span class=\"elementor-screen-only\">Page<\/span>1<\/span>\n<a class=\"page-numbers\" href=\"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/page\/2\/\"><span class=\"elementor-screen-only\">Page<\/span>2<\/a>\n<a class=\"page-numbers\" href=\"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/page\/3\/\"><span class=\"elementor-screen-only\">Page<\/span>3<\/a>\n<a class=\"page-numbers\" href=\"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/page\/4\/\"><span class=\"elementor-screen-only\">Page<\/span>4<\/a>\n<a class=\"page-numbers next\" href=\"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/page\/2\/\">Next &raquo;<\/a>\t\t<\/nav>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Immix Insights \u2022 April 2026 Why Dental Benefits Keep Getting More Expensive and What Employers Should Know Dental coverage remains one of the most valued parts of an employee benefits plan, but it is also one of the areas where employers continue to see cost increases. Written by Howard Cheung Published April 2026 We\u2019re often [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1978,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10,14,7,19,9],"tags":[160,343,212,344,332,341,342,24,347,345,177,340,94,51,346],"class_list":["post-1968","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dental-plans","category-emloyee-benefits","category-employee-benefits-plans","category-employee-health","category-health-care-plans","tag-benefits-consulting","tag-benefits-plan-sustainability","tag-canadian-dental-care-plan","tag-cdcp","tag-dental-benefits","tag-dental-costs-in-canada","tag-dental-fee-guide","tag-employee-benefits","tag-employee-wellness","tag-employer-sponsored-dental-coverage","tag-group-benefits-advisor","tag-group-dental-plans","tag-health-spending-accounts","tag-immix-group","tag-plan-renewals"],"_links":{"self":[{"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/comments?post=1968"}],"version-history":[{"count":13,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/revisions"}],"predecessor-version":[{"id":1989,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/posts\/1968\/revisions\/1989"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/media\/1978"}],"wp:attachment":[{"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/media?parent=1968"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/categories?post=1968"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/immixgroup.ca\/blog\/wp-json\/wp\/v2\/tags?post=1968"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}