Many HR teams struggle to compete with larger employers. When matching what the big players are offering on salary isn’t an option, how do you compete? It’s a fair question, particularly since Ontario’s pay transparency legislation has changed something in recruiting. When salary ranges are posted, candidates compare them instantly. For smaller employers who can’t always lead on base pay, that’s a real pressure point. More and more small and mid-sized Ontario employers are finding that benefits can carry a lot of weight. COIRI’s 2026 Ontario data, drawn from employers across the province, provides a clear picture of what competitive looks like right now. And the results might surprise you.
Health and Dental: The Baseline may be Higher than you Think
If there’s one area where the needle has moved, it’s health and dental coverage. Among employers in the COIRI survey, 100% provide extended health care coverage, and dental coverage is nearly as universal at close to 99%. What’s more telling is who’s paying for it. About 69% of Ontario employers are covering 100% of the extended health premium, and roughly 67% are doing the same for dental. If your organization is still asking employees to split the premium significantly, it’s worth knowing that most of your competitors aren’t. For candidates comparing offers, this is a big one.
Retirement Savings: More Accessible than you Might Expect
Pension plans and group RRSPs are no longer perks that come with working for a large employer. Our data tells a different story. On average, 76% of Ontario employers in our group offer access to group RRSPs. Defined contribution plans, which offer employees a more tangible, portable retirement benefit, are available at roughly half of the workplaces we surveyed. Defined benefit plans are less common but haven’t disappeared entirely.
Everyone thinks about their financial future. Retirement savings support, even a group RRSP, is important not just to an employee’s financial future, but it tells them something important about how you see the employment relationship. It says they’re seen as an asset worth retaining, not temporary labour. Smaller employers can absolutely send this message as well.
Time Off: Where the Real Differentiation Happens
We have seen a distinct increase here over the past five years or so. Close to half of Ontario employers in our survey are offering new salaried hires three weeks off to start. Hourly roles still start at two weeks, but tenure changes that to three weeks at the 3-5 year mark, four weeks at 10 years, and five at 20. For long-term workers, that trajectory means something.
Float days and personal days are being offered as an additional benefit by many employers. Float days tend to cluster around Christmas, but this is something most employees like. This isn’t groundbreaking, but it adds up and is worth highlighting in any recruiting conversation.
Wellness and EAPs: Now Standard
Mental health and wellness programs have come to the forefront over the past decade. Within our group, about 88% of Ontario employers have active wellness initiatives, and over 90% offer access to EAP providers.
The specific initiatives vary, including standing desks, lunch-and-learns, on-site flu shots, mental health workshops, health club memberships, and more. It is clear that employers who invest in wellness tell their employees that they are valued as people, not just one in a headcount. For employees, this is meaningful, particularly for those who previously worked in environments where they didn’t feel this way.
Flexibility: Be Clear About any Gaps
Granted, flexibility may simply not apply in some workplaces. Production floors have shift schedules, so obviously, flexibility may not be an option. Only 17% of hourly-paid employees in our survey had flexible work arrangements; however, in the administrative and office environment, 63% were allowed remote workdays, and 46% of salaried employees had the option to work flexible hours/flexible work schedules.
Be clear about what’s possible and what isn’t. Focus on flexibility options only where it genuinely applies and can be delivered. Overselling flexibility to production candidates creates friction down the road and simply isn’t worth it.
What do you do With This?
Start by being honest about where your package actually sits. Some of you will look at these numbers and realize you’re already competitive, possibly more than you’ve been letting on to candidates. Others will spot a gap or two worth addressing. Either way, knowing is the point.
With pay transparency requirements meaning salary ranges are visible in postings, candidates are doing the math faster than ever. If your base pay is in the middle of the market, your benefits package could very well tip the decision. Make sure it’s working for you. If your benefits are strong, ensure that’s reflected in how you recruit. Include it in job postings, offer conversations, onboarding, all of it. A competitive package that nobody knows about isn’t doing you any favours.
If there are gaps, that’s useful too. Not every benefit makes sense for every workplace, but understanding where you sit relative to the market gives you something to work with. That may mean a conversation with your broker, a budget ask, or simply a decision to hold the line where you already lead.
If you want to see how your benefits package stacks up against what others are offering, COIRI’s Clarity platform gives you that comparison using data drawn specifically from Ontario employers, not national averages that don’t reflect your labour market.