Your employees deserve more from their retirement plan.
Already offer a group RRSP or pension plan? Switching your recordkeeper to LINK means lower fees, lighter administration, and a modern experience that helps your people build toward a dignified retirement, with a dedicated team managing the move from your current provider.
Why employers switch to LINK
Less work for HR
Still uploading contribution files and fielding account questions? Direct integrations with ADP Workforce Now and Dayforce mean contributions and employee changes flow automatically with no double entry, and self-serve member tools keep questions off your desk.
A plan employees actually use
Legacy plans often leave employees in a default fund they never look at. LINK's digital onboarding takes just minutes to complete and places every member in a suitable investment portfolio based on their risk profile, with human support when they need it.
* Median rate for plans where employer matching is active.
Low fees for your employees
Fees are the quiet drag on every retirement. LINK's ETF portfolios are built to keep costs low, with no hidden charges on transfers, withdrawals, or account changes, so more of every dollar stays invested for your people.
A seamless transition
Switching providers shouldn't mean starting over. A dedicated implementation manager reviews your current plan, carries over your plan design and matching formula, and coordinates the move with your existing provider, so your employees see no gap in contributions.
Is your current plan delivering for your people?
A retirement plan should do more than fill a line on the benefits summary. If any of these sound familiar, it may be time for a change.
You can't say what employees pay
If your all-in fee isn't clear, it's probably high. A gap of 50 bps can cost each member tens of thousands of dollars over a career. LINK discloses every fee, upfront.
Participation is low
A plan employees don't join or engage with won't help you attract or retain anyone. LINK's modern platform drives higher enrollment and active participation than legacy carriers.
Admin still runs on spreadsheets
Manual contribution files and back-and-forth reconciliation eat HR time. LINK connects to your payroll and scales from 30 employees to thousands on the same platform.
Bring your plan design, or improve it
LINK supports the group plan types most Canadian employers offer, so in many cases you can move your current structure over as-is, or use the switch to add the options your workforce is missing.
Registered Retirement Savings Plan (RRSP)
The most common workplace plan. Employees contribute directly from payroll, and employers can add matching with flexible formulas to fit any budget.
Group RRSP administration on LINK →Deferred Profit Sharing Plan (DPSP)
Can be paired with RRSP contributions, and is more suitable for employers with a transient workforce who want vesting capabilities built into their employer match.
DPSP administration on LINK →Defined Contribution Pension Plan (DCPP)
Supports larger employers who run their own defined contribution pension. LINK handles recordkeeping and administration, investments, and the member experience while you retain plan sponsorship.
DC pension recordkeeping on LINK →Multi-Employer Pension Plan (LINK MEPP)
Gives smaller employers the ability to offer a full DC pension solution without the administrative overhead of running it. LINK is the sponsor of the Multi-Employer Pension Plan, handling the pension committee proceedings and regulatory filings directly.
How the LINK MEPP works →Tax-Free Savings Account (TFSA)
Typically offered as an additional plan option to a younger workforce who like the flexibility this plan offers toward more immediate goals.
Group TFSA administration on LINK →Non-Registered Savings Plan (NRSP)
Options for employee investment beyond the registered plans. Attractive for high earners who have already maximized their registered contribution room.
NRSPs on LINK →From your current provider to LINK in as little as 2 weeks
Every transition gets a dedicated implementation manager who handles the coordination with your current provider. Digital onboarding means your employees are set up on LINK without paperwork or delays.
- 1
Plan review
We review your current plan design, matching, and fees, and confirm what carries over.
- 2
Contracts
Agreements in place, banking and demographics set up.
- 3
Implementation
Platform configured, payroll connected. Member education session delivered.
- 4
Launch
Members onboarded digitally. Payroll deductions begin, and funds transferred from previous provider.
- 5
Steady state
Ongoing support, reporting, and client success.
Your employees get support when they need it
Your employees can reach LINK's support team directly with questions about their account and their plan, and most issues are resolved the same day. Support stays off your HR team's plate.
See how your current plan measures up
Our employer resources break down what your plan really costs, how matching structures compare, and what to look for when evaluating providers, in plain language, with no jargon.
Ready to modernize your workplace savings?
Connect with a LINK plan specialist to find the right solution for your organization.