A Wellness Spending Account (WSA) allows organizations to offer employees a flexible and personalized wellness experience. As an advisor or plan administrator, understanding the various WSA categories can help you design plans that meet a wide range of wellness needs. Remember, each WSA plan can be customized, so it’s essential to communicate that specific coverage may vary based on the final plan design.
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​ If employees read this guide, please check your own dashboard for the specifics of your coverage.
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This category opens the door to diverse wellness options beyond traditional health services. It can include coverage for alternative practices like craniosacral therapy, aromatherapy, and reflexology, catering to employees interested in holistic approaches. Meditation classes and Reiki are also options that support mental and emotional wellness.

For organizations prioritizing inclusive and equitable workplaces, this category can support employees’ participation in anti-racism training, cultural celebrations, and LGBTQ+ support programs. DEI initiatives such as multicultural events and language restoration classes are also eligible, helping to foster a sense of belonging and respect within the organization.

This category acknowledges that wellness extends to the family. You can include options like child and elder daycare, pet daycare and adoption fees, and even veterinary costs. Additionally, prenatal classes, lactation consulting, and doula services are eligible to support family planning and care.

For those who value cultural and community engagement, this category can include coverage for experiences like live music, theater, museum visits, and community service projects. It’s an opportunity to connect employees with enriching social experiences and community involvement.

For employees who see self-care as part of their wellness journey, this category can cover a range of cosmetic and personal services, from skincare to cosmetic dentistry. Eligible items might include beauty services like tattoos, botox, and spa days. This category offers flexibility to support employees’ self-care routines in meaningful ways.

In our digital-first world, connectivity and tech needs are integral to wellness. This category can cover items like cell phone plans, internet and utility bills, and health apps. It can even include audiobooks or headphones, supporting employees in staying connected and engaged.

Physical wellness is foundational, and this category can include fitness-related expenses such as gym memberships, yoga classes, and personal training. Nutritional counseling, weight loss programs, and sporting equipment are other common inclusions, allowing employees to support their fitness and health goals.

This category supports personal growth and career development. It can cover life coaching, CPR training, and professional memberships. Financial advising, language programs, and other personal development tools can also be included to help employees expand their skill sets and achieve professional growth.

Helping employees manage commuting or travel costs can be a valuable benefit. This category may include bus passes, ride-share expenses, and parking fees. For those with travel needs, it might also cover accommodations or flights, depending on the plan’s design.

The customizable nature of WSA means there’s room for unique options like ergonomic office equipment, vitamins and supplements, and even RRSP or TFSA contributions. Advisors have the flexibility to work with organizations in tailoring options that reflect their workforce’s unique wellness needs.

Remember, each plan is customizable, so no two WSA offerings will look exactly the same. Employees are encouraged to check their specific dashboard list to verify what is covered.
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As an advisor or administrator, you have the opportunity to create a WSA experience that is as unique as the organization itself, catering to a variety of wellness goals and preferences.