Ah, September. A month of changing colours, cooler breezes, and shorter days. It’s a time when the relaxation of summer starts to give way to fuller and busier schedules as we all set goals and make plans for the remainder of the year. It’s the unofficial start of the new year.
September is also the month when many young adults across Canada head to colleges and universities to continue their education.
So now that school has started again, your employees might want to know what steps they need to take to ensure their children (technical term is Over-Age Dependent) are still covered under their employee benefits package.
Over-Age Dependent Insurance Coverage: All the Basics Employers Need to Know
Dependents and spouses in Canada are eligible for the following benefits:
Medical Services Plan
Extended Health benefits
Employee and Family Assistance Program
Dependent Life Insurance
Health Spending Account
For the purposes of this blog we will focus on what Human Resource managers need to know about extended health and dental benefits and how they can help employees understand the regulations related to dependent coverage
Q: How long can a child stay on their parents’ health insurance? The answers can vary, based on the following criteria:
Dependents under age 21 are eligible for benefits as long as they are not married or in any other formal union recognized by law.
Dependents over the age of 21 may still be eligible for benefits coverage if they meet all of the following requirements:
They are in school full-time at an accredited college, university, trade school, technical school, or high school
They are over the age of 21 but under 25 (26 in Quebec)
They are entirely dependent on your employee (the plan member)
Alternatively, a dependent is entitled to coverage if they are incapable of supporting themselves because of a physical or mental disorder that began:
before they turned 21 or
while they are students under age 25, and the disorder has been continuous since it began. (If this is the case the disabled dependent is eligible to remain on their parent's coverage indefinitely.)
How can you, as an employer help?
To help keep your employees in the know and ensure their dependents receive continuous coverage, you can direct them to take the following steps:
They need to confirm the over-age student’s status as a full-time student when they submit their claims. Emphasize the importance of this step if the dependents have either recently become over-age students or they no longer qualify (as a result of turning 25 years old, or 26 in Quebec.)
They need to let your benefits administrator know once the dependent qualifies as an over-age student. Otherwise, their claims will be declined.
After that, whenever your employee submits a claim, let them know to simply check ‘Yes’ where it asks them to confirm if their dependent is a full-time student.
When they visit the dentist, the over-age student can let the dentist know that they’re in school full-time. This is important because most dentists submit claims electronically.
Understanding over-age dependent coverage puts you in a position to be of service to your employees when they need clarity on the issue. While there are variations in the types of dependents eligible for coverage, the actions your employees need to take to ensure their dependents are receiving benefits are relatively straightforward.
However, should any concerns arise, we recommend getting in touch with a skilled employee benefits advisor. An advisor is an essential partner for your business, as you work to take care of your people and be a trusted resource of information for your team.
Wondering what makes a great employee benefits advisor? How can you choose the best fit for your company and employee needs? Find answers in our in-demand guide:
7 Essential Tips When Selecting an Employee Benefits Advisor
Employee benefits solutions are more complex than ever. Learn what you need to look for when selecting a benefits advisor.