Wage-loss replacement plans
You may have a wage-loss replacement plan in place that indemnifies employees against a loss of employment income as a result of sickness, accidents or maternity. The deductions and how the benefits are reported will depend on many factors.
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Definitions and types of wage-loss replacement plans
A wage-loss replacement plan (WLRP) is an arrangement between an employer and employees, or an employer and a group or association of employees. A WLRP may provide short-term disability (STD), long-term disability (LTD) or weekly indemnity (WI) benefits. The benefits may be paid by the employer, or by an insurance company, trustee, board of trustees or other independent organization.
A plan is a wage-loss replacement plan when all of the following conditions are met:
- it is a group plan, in that it covers more than one employee
- the plan is funded, in whole, or in part, by the employer
- the purpose of the plan is to indemnify employees against a loss of employment income as a result of sickness, accident or maternity
- benefits are paid on a periodic basis, not as a lump-sum
- it follows insurance principles that funds are accumulated, normally in the hands of a trustee or in a trust account, and are calculated to be sufficient to meet anticipated claims
If the plan is not a group plan (that is it is for a single employee), or if the plan is funded entirely by employee contributions (an employee-pay-all plan), it is not a WLRP. Any premiums you pay may be a taxable benefit. For more information, see the following publications:
Deductions from wage-loss replacement plan payments
CPP contributions and EI premiums
Deduct Canada Pension Plan (CPP) contributions and employment insurance (EI) premiums from wage-loss replacement plan benefit payments when one of the following applies:
- the employer pays benefits directly to an employee from a wage-loss replacement plan where the employer funds any part of the plan
- a trustee, board of trustees or insurance company pays benefits on behalf of the employer to an employee through a wage-loss replacement plan, when the employer does all of the following:
- funds any part of the plan
- exercises a degree of control over the plan
- directly or indirectly determines the eligibility for benefits
Do not deduct CPP contributions and EI premiums from wage-loss replacement plan benefit payments when the employer does one of the following:
- does not exercise a degree of control over the plan
- does not directly or indirectly determine the eligibility for benefits
Note
For more information, including an explanation of what is meant by "funds any part of the plan," "exercises a degree of control over the plan" and "directly or indirectly determines the eligibility for benefits," go to Wage-loss replacement plans.
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