BUSINESS SOLUTIONS
Protect the business
you worked hard to build.
A business can represent years of work, income, responsibility and plans for the future. The right protection strategy can help you prepare for financial challenges that may arise if an owner, partner or key person experiences an unexpected event.
We begin by understanding your business structure, responsibilities, people and goals before discussing insurance and planning options that may fit your situation.
✓ Needs-Based ✓ Personalized ✓ Business-Focused
✓ Needs-Based
✓ Personalized
✓ Business-Focused
BUSINESS PROTECTION
Different businesses. Different risks.
A business may depend on its owners, key employees, partnerships, cash flow and long-term plans.
Different risks may call for different protection strategies.
01
Business Owner Protection
Help consider how illness, disability or death of an owner could affect the business, family and financial responsibilities.
02
Key Person Insurance
Explore protection when the loss of an important employee, executive or specialist could create financial disruption for the business.
03
Buy-Sell Planning
Insurance may help provide funding for an ownership transition when a shareholder or partner dies or experiences another covered event, depending on the agreement and policy.
04
Business Continuity
Consider how the business could continue meeting expenses, serving clients and operating if an important person is unexpectedly unable to work.
05
Corporate-Owned Insurance
Businesses may use certain life or critical illness insurance strategies as part of broader corporate protection and planning, where appropriate.
06
Group & Employee Benefits
Explore health, dental, life, disability and other employee benefit solutions that may help support your team.
The appropriate solution depends on the business structure, ownership, financial situation, goals and insurance needs.
OWNER & KEY PERSON PROTECTION
What happens when the business depends on you?
Many businesses rely heavily on one or a few people for leadership, client relationships, expertise, revenue or day-to-day operations. An unexpected death, illness or disability involving one of those people can create financial and operational challenges.
Insurance may form part of a broader strategy to help the business prepare for those risks, depending on the person, business needs and type of coverage selected.
Who would be difficult to replace?
OWNER / FOUNDER
Provides leadership, direction and often a significant portion of the business's value.
KEY EMPLOYEE
May hold specialized knowledge, relationships or skills that are important to operations.
SALES / REVENUE PRODUCER
May be responsible for important clients, contracts or a meaningful share of revenue.
PARTNER / SHAREHOLDER
Their unexpected absence may affect ownership, decision-making and business continuity.
Protection planning may help the business consider:
✓ Temporary financial disruption
✓ Recruitment or replacement costs
✓ Outstanding business obligations
✓ Loss of revenue or key relationships
✓ Ownership-transition needs
✓ Time needed to reorganize operations
BUY-SELL & OWNERSHIP TRANSITION
When ownership changes, the business needs a plan.
When a business has more than one owner, an unexpected death, illness or disability can create difficult questions around ownership, funding and continuity. Planning in advance may help reduce uncertainty and support a smoother transition.
Insurance is often one part of a broader buy-sell or ownership-transition strategy, depending on the agreement, business structure and the type of event being planned for.
What is buy-sell planning meant to address?
OWNERSHIP TRANSITION
Helps outline what may happen to an owner’s share if a covered event occurs.
FUNDING NEEDS
May help provide liquidity so remaining owners or the business can respond to the transition.
BUSINESS CONTINUITY
Helps reduce disruption by planning next steps before an unexpected event happens.
FAMILY & ESTATE CONSIDERATIONS
May help clarify how the value of an ownership interest is handled for the owner’s family or estate.
Questions worth discussing early
Who owns what today?
How is ownership currently divided?
What event triggers the agreement?
Death, critical illness, disability, retirement or another agreed event?
Who would buy the ownership interest?
The remaining owners, the business or another party?
How would the purchase be funded?
Cash reserves, financing, insurance or another arrangement?
A plan works best when it is written clearly.
A buy-sell strategy usually works best when business owners have clear agreements, updated valuations and a shared understanding of how an ownership transition would be handled.
✓ Ownership structure reviewed
✓ Trigger events identified
✓ Funding approach discussed
✓ Roles and next steps clarified
Prepare now so difficult transitions are less uncertain.
We can start by understanding the ownership structure, current concerns and existing agreements before discussing whether insurance or other planning strategies may support your goals.
Coverage, ownership, tax treatment and legal effectiveness depend on the policy,
agreement structure and professional advice.
BUSINESS CONTINUITY
Your business has obligations even when something unexpected happens.
A business may still have expenses, employees, clients, debt and commitments even when an owner or
key person is suddenly unable to contribute. Business-continuity planning looks at how those responsibilities
could be managed during a difficult transition.
Insurance may be one tool used within a broader continuity strategy, depending on the business,
the people involved and the risks being addressed.
What keeps the business running?
OPERATING EXPENSES
Rent, payroll, debt payments and other ongoing costs may continue during a disruption.
PEOPLE
Employees, managers and key specialists may be essential to keeping operations moving.
CLIENTS & REVENUE
Relationships, contracts and revenue can be affected when an important person is unexpectedly absent.
LEADERSHIP
Clear responsibilities and succession plans can help reduce uncertainty during a transition.
A continuity plan asks: “What happens next?”
✓ Who can temporarily assume key responsibilities?
✓ How long could the business manage reduced revenue?
✓ Which obligations would still need to be paid?
✓ Which people are especially difficult to replace?
✓ Is there funding available for an unexpected transition?
CORPORATE-OWNED INSURANCE
Sometimes the business itself may own the protection.
Depending on the planning objective, a corporation may be the policy owner and/or beneficiary of insurance covering an owner, shareholder or other important person. The appropriate structure depends on the purpose of the coverage, corporate circumstances and professional tax and legal advice.
KEY PERSON NEEDS
Help the business consider the financial impact of losing someone important to operations or revenue.
OWNERSHIP PLANNING
Insurance may form part of the funding strategy for certain shareholder or ownership-transition arrangements.
LONG-TERM CORPORATE PLANNING
Corporate-owned coverage may be considered alongside broader business, estate and succession planning.
Corporate-owned insurance requires careful structuring.
Policy ownership, beneficiary designations, premiums, taxation and the eventual use of insurance proceeds can have different implications depending on the corporation and the arrangement.
✓ Insurance review
✓ Accountant / tax review
✓ Legal agreement review
✓ Periodic strategy review
BUSINESS PLANNING SUPPORT
Protect the business today. Prepare it for change tomorrow.
We can begin by understanding the business, ownership structure, important people, existing coverage and current priorities before discussing possible insurance strategies.
Insurance availability, ownership structure, tax treatment and suitability depend on individual circumstances.
Tax and legal matters should be reviewed with the appropriate professionals.
GROUP & EMPLOYEE BENEFITS
Support your people.
Strengthen your business.
Employee benefits can help businesses support the health, financial well-being and security of their
team while creating a more competitive workplace.
The right plan depends on your number of employees, budget, workforce needs and the type of coverage
you want to provide.
✓ Business-Focused ✓ Flexible Options ✓ Employee Support
✓ Business-Focused
✓ Flexible Options
✓ Employee Support
BUILDING A BENEFITS PLAN
Different teams need different benefits.
A group benefits plan can combine several types of coverage. The goal is not necessarily to include everything,
but to understand what matters most to your employees and what fits the business budget.
01
Health Benefits
May help eligible employees with certain prescription drugs, paramedical services, medical supplies and other covered health expenses.
02
Dental Benefits
May help with eligible preventive, basic and other covered dental services, depending on the plan.
03
Group Life Insurance
May provide a benefit to an employee's designated beneficiary if the insured employee dies while covered.
04
Income Protection
Short or long-term disability benefits may help replace a portion of income when an eligible illness or injury prevents an employee from working.
05
Critical Illness
Some plans may include or offer critical illness protection that provides a lump-sum benefit for qualifying covered conditions.
06
Additional Employee Support
Depending on the provider, plans may offer services such as employee assistance programs, virtual health services or other wellness benefits.
Benefits, eligibility, maximums, exclusions and definitions vary by provider and plan.
WHY BUSINESSES OFFER BENEFITS
Benefits are about more than reimbursement.
ATTRACT TALENT
A competitive benefits package may help strengthen your overall employee offer.
RETAIN EMPLOYEES
Supporting employees can contribute to a stronger long-term relationship with your team.
SUPPORT WELL-BEING
Health and income-protection benefits can provide additional support when employees face unexpected needs.
BUILD CULTURE
A thoughtful benefits strategy can reinforce that employees are an important part of the business.
What should a business consider first?
01
Your Team
How many employees do you have, and who will be eligible?
02
Your Priorities
Which benefits matter most to the business and employees?
03
Your Budget
How much will the business contribute, and will employees share part of the cost?
04
Your Plan Design
What coverage levels, deductibles, maximums and optional benefits may fit?
Already have a group plan?
You may not need to replace it. A review can start by understanding your existing benefits, costs, employee participation and any concerns you would like to address.
✓ Current premiums
✓ Employee eligibility
✓ Coverage levels
✓ Claims experience, if available
✓ Employee feedback
✓ Upcoming renewal date
EMPLOYEE BENEFITS SUPPORT
Build benefits around the people who help build your business.
We can start by understanding your team, priorities, current benefits and budget before reviewing available group coverage options.
Coverage, eligibility, premiums, benefits, exclusions and plan availability vary by insurer,
plan design and individual circumstances.
Luisa Quita
Financial Security Advisor
Helping individuals and families better understand their protection, savings and financial options through clear, personalized conversations.
GET IN TOUCH
This website is intended for general informational and educational purposes only and does not constitute individualized financial, insurance, investment, legal or tax advice. Recommendations, product availability and eligibility depend on individual circumstances, applicable licensing requirements, provider guidelines and suitability considerations. Please consult the appropriate licensed professional before making financial decisions.
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