A retirement match they can't get down the road.
A group retirement plan — matched RRSP, TFSA or DPSP — costs less than the wage you'd pay to keep a good tradesperson, and unlike a raise, it rewards the ones who stay. We'll show you the math for your shop in 30 minutes.
- Loyalty that compounds: Matching contributions and vesting-style DPSP structures reward every year of service — the opposite of a raise, which buys loyalty for one pay cycle.
- Tax-efficient by design: Employer contributions are a deductible business expense, and employees defer or shelter the growth. More retention value per dollar than straight payroll.
- Zero administration: Payroll integration, enrolment, employee questions and regulator filings come to us. You never touch the paperwork.
Limited roster — every application read personally by a partner
Employees — the shop sizes we build plans for
The whole fit review. No cost, no obligation.
Business days to a straight answer, either way
Why hourly rate alone keeps losing
Retention problems in the trades are rarely about the dollar. They're about whether the job looks like a future.
Your competitors are offering more than an hourly rate.
When a tech with ten years of experience weighs two offers, the one with a retirement match reads as a career — not a job. Rate alone rarely wins that comparison.
Raises are permanent and instantly matchable.
Every raise compounds into your payroll forever and the shop down the road can match it tomorrow. A retirement plan with employer contributions tied to tenure is much harder to replicate.
Your best people can't picture retiring — so they don't plan to stay.
Tradespeople who see a funded retirement growing under their name stop scanning job boards. The plan itself becomes the retention tool.
You meant to set something up years ago.
Most owners we meet have it on the list and never get to it. One working session with us and it's done — enrolment, payroll setup and employee education included.
How we build it
Three steps. No obligation until you've seen the cost model for your own crew.
- 01
The fit review — 30 minutes, no cost
Headcount, roles, tenure and turnover. We run the actual cost of a match against the actual cost of replacing your next departure — in dollars, not theory.
- 02
Design the structure
Group RRSP, TFSA, DPSP or a blend. We design eligibility and matching rules around keeping the people you can't afford to lose — and shop providers across the market, because we're independent.
- 03
Launch and educate
We enrol your crew and explain it in plain language so the match counts as compensation in their heads — then we service it year-round.
What you get
One independent firm designing, shopping and servicing the plan — so it stays a retention tool, not a chore.
Plan design
Group RRSP, TFSA, DPSP or a blend, with eligibility and matching rules built around keeping your key people.
Vesting structures
DPSP options that tie employer contributions to tenure — loyalty that literally compounds.
Independent provider shopping
We're not tied to one fund company. We compare providers and show you the quotes.
Payroll integration
Contributions flow with payroll. No manual remittances, no extra office work.
Crew education
We explain the plan to your people so the match registers as real compensation.
Ongoing service
New hires, departures, questions — you call us, not a 1-800 line.
Why trades owners bring us their plans
We are independent. We are not tied to one insurer or one fund company, so we shop the full Canadian market and show you the comparison rather than a single quote.
Johnathan Pollock, our Managing Partner, has started, scaled and sold businesses of his own. The conversation about payroll, retention and what a plan really costs per hour billed is one he has lived.
Our roster is deliberately limited. Every application is read personally by a partner, and we turn away work we can't genuinely improve — which is why the clients we do take get answered on the first ring.
Straight answers before you apply
- What's the difference between a group RRSP, TFSA and DPSP?
- A group RRSP is simple and flexible — contributions come off payroll pre-tax. A TFSA adds tax-free growth. A DPSP lets employer contributions be tied to tenure (vesting), which is the strongest retention lever. Most shops we build use a blend, and we design it around your goals.
- How much do I have to contribute as the owner?
- It's your design. Some shops match 2–3% of pay, others use a flat dollar amount, others use a DPSP tied to profits. We model the options at the fit review so you see the cost per employee per hour billed before deciding anything.
- How small is too small?
- Three employees is enough to build a real plan. The structure changes with size, but the retention math works at every level.
- Is this just more administration for my office?
- No. Contributions flow with payroll, and enrolment, employee questions and filings come to us. Owners tell us it's the one benefit they never think about.
- Can this replace giving raises?
- It changes the raise conversation. A match is deductible to you, tax-efficient for them, and tied to staying. Many owners redirect part of what would have been across-the-board raises into the plan and get more loyalty per dollar.
Looking for health and dental coverage too? See our group benefits page for trades shops.
Apply for a fit review
Tell us about the crew — headcount, roles and tenure. A partner reads every application personally and responds within five business days with a straight answer either way.
Referred by an existing client? Use the referral path. Prefer to talk? 905-243-6328