Independent Employee Benefits Consulting for Alberta Employers
Independent Employee Benefits Consulting for Alberta EmployersIndependent Employee Benefits Consulting for Alberta EmployersIndependent Employee Benefits Consulting for Alberta Employers
We help Alberta employers with independent advice—
Independent Employee Benefits Consulting for Alberta Employers
Independent Employee Benefits Consulting for Alberta EmployersIndependent Employee Benefits Consulting for Alberta EmployersIndependent Employee Benefits Consulting for Alberta Employers
We help Alberta employers with independent advice—
Free webinar for HR leaders, plan administrators, and their bosses. We will focus on what matters: how to protect both your business and your people, and keep your benefits program compliant.
With over 40 years of specialized expertise in employee benefits, Don Forbes stands as one of Canada's most respected and authoritative voices in the industry. As an Independent Advisor and Consultant, Don brings an unparalleled depth of knowledge, strategic insight, and unwavering commitment to helping organizations navigate the ever-evo
With over 40 years of specialized expertise in employee benefits, Don Forbes stands as one of Canada's most respected and authoritative voices in the industry. As an Independent Advisor and Consultant, Don brings an unparalleled depth of knowledge, strategic insight, and unwavering commitment to helping organizations navigate the ever-evolving landscape of employee benefits — with a particular focus on Alberta-based businesses and organizations.
Credentials & Designations
Your Trusted Benefits Partner
Credentials & Designations
✅ CEBS Compliant — Certified Employee Benefit Specialist designation, reflecting the highest standard of professional education and ethical practice in the benefits industry
🎓 40+ Years of hands-on experience in employee benefits planning, strategy, and consulting
🌟 CPBI Hall of Distinction Inductee — one of the most prestigious honours b
✅ CEBS Compliant — Certified Employee Benefit Specialist designation, reflecting the highest standard of professional education and ethical practice in the benefits industry
🎓 40+ Years of hands-on experience in employee benefits planning, strategy, and consulting
🌟 CPBI Hall of Distinction Inductee — one of the most prestigious honours bestowed by the Canadian Pension and Benefits Institute, recognizing extraordinary and lasting contributions to the benefits profession
🏛️ Past Chair, Northern Alberta CPBI Regional Council — demonstrating proven leadership and a deep commitment to advancing the profession at both regional and national levels
Why Trust Him?
Your Trusted Benefits Partner
Your Trusted Benefits Partner
Don's independence as an advisor is one of his greatest strengths. He works exclusively in the best interests of his clients — free from the constraints and biases that can come with institutional affiliations.
This means you receive objective, tailored advice grounded in decades of real-world experience.
His CEBS designation means Don pos
Don's independence as an advisor is one of his greatest strengths. He works exclusively in the best interests of his clients — free from the constraints and biases that can come with institutional affiliations.
This means you receive objective, tailored advice grounded in decades of real-world experience.
His CEBS designation means Don possesses an intimate understanding of the unique regulatory environment, marketplace dynamics, and workforce challenges that Alberta employers face. Whether you are a small business owner or a large corporation, Don delivers practical, compliant, and cost-effective benefits solutions designed specifically for your needs.
Your Trusted Benefits Partner
Your Trusted Benefits Partner
Your Trusted Benefits Partner
When you work with Don, you are partnering with a professional whose reputation has been built over four decades of dedication, integrity, and results.
His Hall of Distinction recognition, leadership roles, and ongoing commitment to education speak for themselves.
"Don represents the gold standard in employee benefits consulting — a truste
When you work with Don, you are partnering with a professional whose reputation has been built over four decades of dedication, integrity, and results.
His Hall of Distinction recognition, leadership roles, and ongoing commitment to education speak for themselves.
"Don represents the gold standard in employee benefits consulting — a trusted advisor, a respected leader, and an unwavering advocate for plan sponsors and their employees."
We partner with top-rated insurance carriers and retirement plan providers to offer a wide range of benefits solutions to our clients. Our partnerships allow us to provide competitive rates along with high-quality benefits to our clients.
About Benefits Unlimited Consulting
What Do We
We help companies create, design and manage group benefit plans that are cost-effective, competitive, and aligned with their business goals.
Being strong believers in flexibility and choice for employers and employees, we help create value, along with cost sustainability.
Clients value our straightforward, transparent approach and ability to solve complex problems with clarity and accountability.
Independent, objective, honest advice - without any pressure or product bias.
More About Benefits Unlimited Consulting
Our Mission
Our Mission
Our Mission
To empower Alberta businesses with innovative, affordable, and comprehensive employee benefits solutions — including proprietary programs APID and ChoiceFlex — that protect their workforce and strengthen their competitive advantage.
Our Vision
Our Mission
Our Mission
To be the leading provider of innovative, affordable, and comprehensive employee benefits solutions in Alberta, empowering businesses to protect their workforce and enhance their competitive edge through proprietary programs like APID and ChoiceFlex.
Our Values
Our Mission
Our Values
We can develop cost-effective benefit plans for your organization and manage the plan administration for you as well, all on one platform. This keeps it simple and effective for any benefits plan in Alberta, while providing a thorough employee benefits analysis as your independent benefits advisor.
Providing Employee Benefit Solutions
Our Approach at Benefits Unlimited Consulting
Benefits Unlimited is governed by the principles of integrity, transparency, and client-first service. With over 40 years of experience in the benefits industry—now specializing as an independent benefits advisor, we are experts in designing and managing cost-effective benefit plans.
We have deep expertise in employee benefits, by offering our clients APID (Alberta Public-Integrated Drug Plan) — a proprietary governance-driven, evidence-based drug plan design aligned with Alberta's public system. In addition, we have our Proprietary ChoiceFlex — a comprehensive flexible benefits program giving employees choice as well as control over their coverage.
Our clients get a strategic advisor and their own dedicated hands-on benefits consultant.Our approach emphasizes aligning employee benefits analysis with overall business goals, ensuring that employees receive competitive and cost-effective options.
Best in Class Benefits
Why
What
What
Not every insurer can be the best in every line of benefit at all times. What if you could have a plan that used a variety of the best in class insurers for each benefit and still keep the administration of the plan user friendly? We have the answers!
What
What
What
We are able to build the best in class benefits program for your organization and have the plan administration looked after for you, all on one platform, keeping it simple and effective for any benefits plan in Alberta.
How
What
How
We provide products and services from a wide range of providers and insurers. We are not employed by any insurer and do not have any ownership interests in any insurance company. We work on a commission basis when clients appoint us as their Advisor of Record (AoR) or on a fee for service basis, in which clients pay Benefits Unlimited Consulting directly.
Choosing an Advisor?
Our Belief
Questions to Ask A Benefits Advisor
Our Opinion
Your choice of an advisor should NOT be based solely on pricing.
All benefit advisors can adjust their pricing and typically are paid a similar level of commission and/or fees.
If you are looking for a guideline, just ask your advisor or ask me.
Also, your advisor should deal with many, if not all insurers.
We have decades of experience adv
Your choice of an advisor should NOT be based solely on pricing.
All benefit advisors can adjust their pricing and typically are paid a similar level of commission and/or fees.
If you are looking for a guideline, just ask your advisor or ask me.
Also, your advisor should deal with many, if not all insurers.
We have decades of experience advising and consulting in the employee benefits field and have worked tirelessly to stay on top of the latest trends and developments, to be able to provide the best possible solutions to client problems and educate them to other problems they may not know even exist.
Our Opinion
Questions to Ask A Benefits Advisor
Our Opinion
Your choice of an advisor should be based on their knowledge and specialization in employee benefits.
You can check this by looking at their credentials CEBS, GBA, etc. The CEBS designation is a credential that is recognized for the depth and relevance of critical knowledge achieved by the advisor.By dealing with Benefits Unlimited, you
Your choice of an advisor should be based on their knowledge and specialization in employee benefits.
You can check this by looking at their credentials CEBS, GBA, etc. The CEBS designation is a credential that is recognized for the depth and relevance of critical knowledge achieved by the advisor.By dealing with Benefits Unlimited, you deal with a CEBS Compliant benefits advisor.
Human resources, benefits managers, administrators, executives, generalists and even specialists benefit from dealing with these sophisticated benefits advisors.
Check their website and other information available on the web, which should indicate that employee benefits and group insurance is their area of specialization.
Why? Many advisors are generalists, handling investments, life or disability insurance. It is vital that employee benefits is the area they specialize in and their primary focus.
As an employer, you need professionals to assist you with benefit decisions by applying their knowledge from day one. Arm yourself with comprehensive knowledge that leads to better engagement within your organization.
Questions to Ask A Benefits Advisor
Questions to Ask A Benefits Advisor
Questions to Ask A Benefits Advisor
You should feel comfortable with your choice of an advisor and that they are trustworthy and are benefit specialists.
A benefits advisor or specialist should be able to answer the 3 following questions without going to others for answers or saying they'll get back to you. If they don’t understand the questions or can’t answer them, feel f
You should feel comfortable with your choice of an advisor and that they are trustworthy and are benefit specialists.
A benefits advisor or specialist should be able to answer the 3 following questions without going to others for answers or saying they'll get back to you. If they don’t understand the questions or can’t answer them, feel free to contact me for the correct answers.
How do you advise your clients to protect themselves from liability in the event an error is made in the administration of their benefits plan?
Is there any way an employer can pay 100% of the disability premium and have the claims payment still be provided tax-free to the employee?
When does the conversion privilege for group insurance with no medical underwriting expire?
These questions will help any employer distinguish between a “plan seller” and a true benefits advisor who adds strategic value.
In Alberta, employers typically spend between 15% and 30% of gross payroll on employee compensation beyond base salary — with the benefits package itself representing approximately 10% to 15% of payroll when all components are considered.
Health & Dental 3% – 6%
Life & Disability 1% – 3%
CPP 5.95% (employer match)
EI 1.4x employee premium
WCB 0.5% – 4%+
Retirement / RRSP / DPSP Matching 2% – 6%
Other Perks (wellness, EAP, etc. 0.5% – 2%
Free Tip: Many employers are surprised to discover they are spending significantly on benefits but not communicating that value to employees. A total compensation statement can be one of the most powerful — and cost-neutral — retention tools available.
NOT Every Year and Not Never
Adverse selection risk: Frequent market testing signals instability to insurers, potentially resulting in higher priced quotes or declined quotes
Data credibility: Insurers want to see multi-year claims experience; short tenures make pricing less accurate and less favourable
Relationship value: Long-term carrier relationships can yield better service, flexibility, and renewal negotiations
When Going to Market IS Warranted
Consecutive years of above-average renewal increases (above 8%–10%)
Persistent service failures such as Claims disputes, poor adjudication, slow processing, call center wait times
Significant plan changes such as Mergers, acquisitions, major workforce growth or reduction
Benchmarking gap when the plan design and pricing no longer aligns with market standards
New advisor relationship could conduct a market review to establish a baseline
The Alternative to Full Market Review: Negotiated Renewal
Between formal market reviews, a skilled independent advisor should:
Negotiate aggressively at every renewal
Benchmark your renewal increase against industry trends
Challenge insurer assumptions on claims reserves and pooling charges
Request detailed claims experience reports
Explore plan design modifications to manage cost without going to market
Free Tip: Going to market is a negotiating lever, not just a shopping exercise. The credible threat of a market review, when communicated by a knowledgeable independent advisor, can motivate an insurer to sharpen their renewal offer.
Here are proven, practical strategies to sustainably manage benefits costs without sacrificing the coverage employees depend on.
Optimize Your Plan Design
Cost-Sharing Adjustments: Introduce or adjust employee co-payments
Implement annual deductibles to reduce small, frequent claims
Add maximums per visit for paramedical services
Drug Plan Management
Implement a mandatory generic drug substitution policy
Introduce a drug formulary
Consider specialty drug management programs for high-cost biologics and specialty medications
Paramedical Optimization
Set per-visit maximums rather than annual dollar limits only
Require referral or diagnosis for certain paramedical services
Consolidate coverage under a combined paramedical maximum
Explore Alternative Funding Models
Transition to ASO for Eligible Benefits can save 5%–15% annually
Health Spending Account
Replace or supplement some insured coverage with an HSA
Employees receive a fixed dollar account to spend on eligible health expenses
Employer cost is fixed and predictable — no claims volatility
Wellness Spending Account (WSA)
Shift some wellness spending from insured benefits to a taxable WSA
Demand detailed annual claims experience reports from your insurer or TPA
Identify your top cost drivers
Target plan design changes at actual cost drivers, not across-the-board cuts
Disability Management
Implement an early intervention program for disability claims
Invest in return-to-work coordination as every week a disabled employee returns sooner saves significant costs
Ensure modified duties programs are in place and actively used
Absence Management
Track and manage short-term absences — patterns often predict larger disability claims
Invest in wellness and prevention to reduce the frequency of claims
Leverage Pooling and Risk Management
Understand and negotiate your pooling threshold
Ensure your pooling arrangement is appropriate for your group size and risk tolerance
Stop-Loss Insurance (for ASO Plans) to protect against individual catastrophic claims
Aggregate stop-loss to cap total annual claims exposure
Employee Education & Engagement
Educate employees on how to use their benefits wisely
Teach employees to compare pharmacy prices and choose generics
Explain the real cost of benefits to increase appreciation and reduce unnecessary utilization
Show employees the full dollar value of their benefits package annually with a Total Compensation Statement
Wellness Programs — Prevention Over Treatment
Invest in preventive health programs — the most cost-effective long-term strategy
EAP utilization, fitness incentives, smoking cessation, and chronic disease management all reduce future claims
Negotiate Aggressively at Renewal and Challenge Every Increase
Request a full claims experience report before accepting any renewal
Benchmark the proposed increase against industry and market trends
Identify any one-time or unusual claims that should not be fully trended forward
Use Market Competition as Leverage, even without formally going to market, the credible threat of a market review motivates insurers to sharpen their pencils
Utilize an experienced independent advisor knows how to use this leverage effectively
Negotiate Administrative Fees and Pooling Separately as they are all negotiable
Free Tip: Sustainable benefits cost management is not a one-time event but an ongoing strategy. The employers who consistently control their benefits costs are those who review their plan data often and make targeted adjustments based on evidence, invest in employee wellness, and work with an independent advisor who holds the insurer accountable at every renewal. Cutting or Reducing coverage is the easy answer. Strategic management is the right answer!
Have a question not answered yet?
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We are an Alberta based, employee benefits consultant.
There's valuable information in what we offer.
Should you find the information valuable, we will ask to have the benefits plan placed through Benefits Unlimited Consulting, as your (AoR) Advisor of Record.
Benefits Unlimited Consulting
145 Sandalwood Crescent, Sherwood Park, Alberta, Canada
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