Living Wage and non-mandatory benefits
A living wage rate takes into account an employee’s total compensation package (wage + benefits).
The Living Wage campaign recognizes the value of non-mandatory benefits. When an employer provides extended health benefits it means that families do not need to purchase extended health benefits themselves.
We have an online calculator to work out the value of your benefits.
Before using the calculator, it’s important to note that there are some benefits that can be used to lower the living wage, and there are some that can’t.
Principles behind whether a benefit can be used to lower the living wage
- It is something that is included in the living wage (Except for a small allowance for savings which we do not include in the Living Wage)
- It is beneficial for all staff to take advantage of
- It is not too prescriptive and does not take away choice from a worker.
- There is a clear financial value to the benefit (for example it is taxable, and it appears on a T4)
- It is more of a benefit to the worker than the employer.
What can be used to lower the living wage
- Cash allowance (for example for clothing). Only if it is unrestrictive, the worker can choose to purchase whatever they like and they have full ownership of the items at the end of their employment.
- Education/Training/Personal Development (up to $1300 a year, so long as criteria is followed). The worker has to have flexibility and choice on what they use it on, and so it cannot include things that are requirements for the job.
- Health care (private plan or up to $3000 a year in a health spending account). The Living Wage budget assumes that a worker must take out a private health insurance plan. Therefore, if an employer covers the cost of health care, then it removes that cost from them.
- Paid Time Off (up to 10 days per year). Additional paid time off beyond the statutory minimum (ie anything beyond 10 days vacation, 5 days paid sick leave and statutory holidays) can go towards lowering the Living Wage. This can include additional vacation, sick days, Easter Monday, Boxing Day or a paid day off for your birthday. This cannot include paid days off for things that people may not be expected to encounter in a year, including paid time off for bereavement leave, moving house, getting married, jury duty or getting your Canadian Citizenship.
- Savings (up to $500 a year). Savings contributions can be used to lower the living wage, so long as they are employer only contributions and available for all staff.
- Telecommunications (for example a phone or internet). If the phone or internet is deemed taxable under the CRA’s policies then it can be used to lower the Living Wage. It also has to be available for all staff to take advantage of.
- Transit pass (up to $900 a year). Reimbursement of a transit pass can be used to lower the Living Wage.
- Wellness accounts/personal spending accounts (up to $500 a year). PSAs are taxable and cover a wide range of wellness-related expenses and aim to cover expenses that enhance workers life and lifestyle. Pet insurance, exercise equipment, child care expenses, transit passes and annual gym memberships can all be covered with a PSA. These are different from non-taxable health spending accounts which are included in the “Health Care” section.
What cannot be used to lower the living wage
The following are all good perks an employer may offer workers, and we commend employers for offering them, but they cannot be used to lower the Living Wage.
- Accommodation (for example subsidized rooms at a hotel/on-site accommodation in resort communities/lodgings for agricultural workers). Housing is an essential for life, and it’s vital that a worker has choice on where they live. In addition, if a worker leaves their job, they may also have to leave their home, which means that a worker may have to put up with poor working conditions or unsafe accommodation to keep a roof over their head.
- Child care - while this could save a parent thousands of dollars a year, and is a great thing for a company to offer, it is unlikely that all staff would utilize the benefit, as they may not be parents or their children may be too old.
- Food (for example store credit at grocery stores, meals in a restaurant, office snacks or unsold produce). Food is an essential for life and a worker should have choice in where they purchase food from. They may have specific cultural or dietary requirements which mean they cannot consume the food on offer. These are all perks rather than taxable benefits that can be used to lower the living wage.
- Life insurance and short/long term disability - is not included in the Living Wage calculation and so cannot be used to lower the living wage.
- Mileage - this should be covered by the employer as part of their work.
- Pension contributions – we very much encourage employers to offer pension contributions for their workers. However, as they do not go into the Living Wage they cannot be used to lower the Living Wage. Low wage workers will often prioritize having money for today to pay for rent, food and other essentials.
- Paid Lunch Breaks - are not enough time for a worker to spend with their families or loved ones.
- Other specific items (for example gym memberships, bicycles, library cards). Aren’t a specific budget line on the Living Wage calculation, it might be beneficial to some staff but might not be for others. The employer should consider a personal spending account instead, as it offers more choice for the worker.
- Uniforms or reimbursement for safety equipment such as steel toed boots - These should be provided by the employer as part of their work. Consider introducing an unrestrictive cash allowance instead.