WSA
Wellness Spending Account
The lifestyle perk. Dedicated to supporting your team's mental, physical, and financial well-being.
Recruitment & Retention
Plan competitiveness is one of the main concerns for employers. In a tight talent market, a WSA distinguishes you by supporting the 'whole employee'.
Total Inclusivity
Different employees need different support. Deliver value to the entire team. A WSA levels the playing field by covering the diverse lifestyle priorities of your workforce.
Cost Certainty
You define the budget. Whether it's $1,000 or $3,000 per year, you never pay more than the limit you set. And there are never any surprise premium hikes.
What is a WSA?
A Wellness Spending Account (WSA) is a taxable spending account designed to bridge the gap between basic healthcare and total well-being.
While HSA funds are restricted to health and dental expenses, a WSA provides a dedicated allowance for lifestyle and personal growth expenses.
It gives employees the freedom to spend benefit dollars on what matters most to them.
You Set the Rules. We Handle the Admin.
A simple model that gives you control, and employees flexibility.
Digital Setup: Complete your business profile and plan structure entirely online.
Classes & Limits: Group employees by role and set a unique annual limit for each class.
Plan Rules: Select from over 20 wellness categories to include, customize your effective date and decide on carry-forward rules.
Spend Normally: Employees pay for eligible wellness items and services out-of-pocket as usual.
Instant Digital Submission: Submit receipts digitally, whether it’s a photo of a paper slip or a PDF, in less than 60 seconds.
Automated Funding: We verify the claim, debit the exact amount from your business account, and reimburse the employee directly.
Real-time Reporting: Monitor usage levels instantly to track your budget and inform future planning.
Accounting Ready: Download invoices and clean CSV exports at any point in time.
Usage Insights: Analyze spending patterns by category to understand what your team values most and refine your plan.
The Perks That Matter Most
Give your team a budget that supports who they are outside of work.
Fitness & Memberships
The Standard: Gyms, yoga studios, CrossFit, and race entry fees.
Financial Contributions
The High-Value Perk: Direct contributions to RRSPs, TFSAs, and RESPs.
Mental Wellbeing
The Stress Reliever: Life coaching, meditation apps, and stress management workshops.
Home Office & Tech
The Daily Essential: Ergonomic chairs, standing desks, and monitors.
Education & Growth
The Win-Win: Professional courses, conferences, and books.
Pet Wellness
The Culture Builder: Vet bills, vaccinations, and pet insurance premiums.
Don't Just Pay Them. Support Them.
Cash is a transaction. A Wellness Account is a retention tool that proves you care about overall well-being.
Cash Bonus
Hiveworks WSA
Employer Cost
Emotional Impact
Competitive Edge
Tax Outcome
Frequently Asked Questions
Are WSA reimbursements tax-free like an HSA?
No. This is the most important distinction. Wellness expenses are lifestyle costs, making them a taxable benefit. While your corporation claims the reimbursement as a tax-deductible business expense, you need to add the amount to the employee’s taxable income.
Do I have to offer every category?
No. You have complete control over your plan design. If "Pet Wellness" or "Travel" doesn't fit your company culture, you can simply toggle those categories off. You define exactly what your company funds are used for.
What happens to unused funds at the end of the year?
Your annual limit acts as a notional budget, not a pre-paid premium. If an employee has a $500 limit but only claims $300, the remaining $200 never leaves your corporate bank account. You only fund the value your team actually uses. You also have the option to toggle carry-forward on/off for unused limits.
Is the owner eligible to have a WSA?
Yes, owners can be included in the plan.
Can employees claim expenses for their family?
Yes. Just like your HSA, the WSA covers the employee’s spouse and dependants. This is a massive value-add for your team, allowing them to use their budget for family needs like childcare, kids' sports fees, or partner wellness, making the benefit feel much larger than its dollar value.
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