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Most providers charge a percentage fee of 5 – 15% on every single claim. Hiveworks does not charge a percentage fee on claims. We charge one flat annual fee of $299 for the first user and $199 for each additional employee. You get unlimited claims and absolute cost certainty. There are no additional fees, no hidden fees, no transaction fees. Ontario businesses are required to pay additional taxes - these taxes are payable regardless of which HSA provider you choose.

There are no hidden setup fees or per-claim transaction costs. Your annual fee covers full administration. Ontario businesses have an 8% RST and 2% Insurance Premium tax added to claim amounts.

No. Only expenses incurred after your HSA is opened are eligible for reimbursement.

No. We don't hold your funds. When a claim is approved, we invoice your business and you fund that claim at that time, after which we complete reimbursement.

At this time we cannot support corporations registered in Quebec.

An HSA (Health Spending Account) is for CRA-eligible medical e(dental, vision) and is 100% tax-free. A WSA (Wellness Spending Account) is for lifestyle perks (gyms, gear) and is a taxable benefit for the employee.

No. Wellness reimbursements (like gym memberships) are a taxable benefit. The amount reimbursed must be reported as part of the employee's income.

FlexWorks allows the employer to set one total budget (e.g., $2,000), and the employee chooses how to split it. For example, they can put $1,500 in their HSA and $500 in their WSA. Explore FlexWorks.

Yes. As an incorporated individual, you are technically an employee of your own company, making you eligible for an HSA. Guide for Incorporated Individuals.

To be considered an employee of your business, you need to be receiving a T4 salary, with the HSA being an employment benefit.

The amount must reflect your compensation and job role, to a maximum of $15,000. Industry guidance suggests the benefit should fall within 10 - 15% of your salary and be consistent with what a comparably paid employee in another corporation might receive.

Personal health expenses must be reimbursed through a Private Health Services Plan (PHSP) to be deductible to the business and non-taxable to you.

A PHSP requires:

Paying the expense directly from the business does not meet these requirements, so the payment does not qualify for PHSP treatment.

In Ontario, approved PHSP reimbursements are subject to 8% Retail Sales Tax and 2% Insurance Premium Tax, which must be calculated, charged, and remitted by the business. An HSA administrator typically does this on your behalf.

A business can technically self-administer a PHSP, but it must apply all PHSP rules correctly and remains fully responsible for compliance, including any required provincial tax remittance.

Yes. You can create "Classes" (i.e. Management gets $3,000, Staff gets $1,000), provided everyone within the same class is treated equally.

If you offer a benefit to one person in a class, you must offer it to everyone in that same class to ensure the plan is non-discriminatory and compliant.

Employee health expenses must be reimbursed through a Private Health Services Plan (PHSP) to be deductible to the business and non-taxable to the employee.

A PHSP involves:

Paying the expense directly from the business does not meet these requirements, so the payment does not qualify for PHSP treatment.

‍In Ontario, approved PHSP reimbursements are subject to 8% Retail Sales Tax and 2% Insurance Premium Tax, which must be calculated, charged, and remitted by the business. An HSA administrator typically does this on your behalf.

A business can technically self-administer a PHSP, but it remains fully responsible for applying all PHSP rules correctly, remitting any required provincial taxes, and managing employee health information in a compliant and privacy-safe way.

Eligible practitioners are those recognized by the Canada Revenue Agency (CRA) for the purpose of the Medical Expense Tax Credit (METC). Eligibility varies by province. There is eligibility for regulated professionals such as Chiropractors, Dentists, Optometrists, Physiotherapists, Massage Therapists and many others. See our Eligible Expenses Guide.

Eligible medical expenses are those recognized by the Canada Revenue Agency (CRA) for the purpose of the Medical Expense Tax Credit (METC). Eligibility is uniform across Canada. They include prescription medications, dental work, vision care, physiotherapy, and more. If you have group health benefits, you can claim the portion not covered by your plan. See our Eligible Expenses Guide.

Yes, orthodontic work like braces is eligible as long as it’s for medical reasons and performed by a licensed medical practitioner.

Massages are eligible if they’re performed by a Registered Massage Therapist (RMT) in the following provinces: Ontario, British Columbia, New Brunswick, Newfoundland and Labrador or Prince Edward Island.

No. This is the most common misconception we see. It's important to understand the following:

The Purpose: The service must be diagnostic, therapeutic, or rehabilitative, focused on managing a specific medical condition. "Restorative" or "preventive" wellness (like a vitamin IV drip for "cold prevention") is typically viewed as a personal choice and denied.
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‍The Service: The consultation fee for an authorized practitioner (like a Naturopath, Dietitian, or Acupuncturist) is generally eligible.

The Product: Retail items sold at the clinic - such as supplements, vitamins, herbs, diet plans, pillows - are almost always ineligible.

See our Ineligible Expenses Guide.

No. This is a common point of confusion for services like Dermatology or Dentistry. If a procedure is purely for "aesthetic" purposes (like teeth whitening, skin treatments, or laser hair removal), it is ineligible.

Yes. Eligibility is based on the date of service, not the date of payment. If you prepay for a "10-session package" in December, but you don't actually go to the appointments until January, you cannot claim the full amount in December. You must submit the claims as the services are actually performed. Similarly, if you have a treatment before your HSA plan was active, it cannot be reimbursed even if you pay for it later.

All expenses submitted through your HSA should be reasonable, accurate, and supportable based on the facts and circumstances.

What is reasonable can vary from person to person depending on the expense, the situation, and the individual’s personal circumstances.

Hiveworks reviews claims for eligibility under your plan and applicable medical expense rules, but we do not determine what is personally reasonable for you. The business and plan member are responsible for ensuring amounts submitted are reasonable and supportable.

Log into your Hiveworks account, select New Claim, upload an image of your receipt, and complete a simple claim form. Our platform makes it quick and easy to submit claims.

Yes! Use our Multi-Claim Submission feature to submit as many claims as you need to in one go. Simply upload the receipts for each expense and submit them individually or together.

No, there is no limit to the number of claims you can submit as long as the expenses are eligible. You can submit claims as frequently as necessary.

Your corporation, as the plan sponsor, must be the one reimbursing the expense, not paying it directly. You pay out-of-pocket first, then your company reimburses you, the plan member, through your company-funded HSA.