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In the highly competitive world of leading employers, benefits that go above and beyond are in big demand these days, covering everything from extensive mental health supports to fertility treatments, adoption and surrogacy. Then there’s each employer’s unique employer value proposition that increasingly includes perks like generous time-off or learning stipends to study whatever you please.
The winners of Greater Toronto’s Top Employers 2025, selected by Mediacorp Canada Inc., are at the forefront of this evolution, often reflecting a slow march that happened long before the pandemic to recognize the diverse needs of their employees. There’s no going back, only forward.
As always, the movers and shakers continue to raise the bar, sometimes by a little, sometimes by a lot. So, what are they doing and why?
At Citi Canada, employees can take time to do the things that are important to them. Beyond vacation, the bank offers them the option of a partially paid 12-week sabbatical, or a fully-paid, four-week “giving back” leave to volunteer for a cause that is close to their heart.
Aleta Froemmel, country human resources officer for Citi in Canada, says the response from employees who have taken a sabbatical or leave for charity is overwhelmingly positive, with people expressing gratitude and how the time away improved their overall wellness.
“The job market for top talent is competitive and businesses must work hard to attract and retain staff,” says Froemmel. “Employees who feel supported are more productive, happier, healthier and more likely to stay with Citi.”
Much thought and planning lie behind these measures. McCarthy Tétrault LLP describes its approach as a journey that will continue to evolve based on employee feedback and changing needs. Before launching its three-year well-being strategy in 2023 expanding benefits, the firm involved employees in its development, tailoring it to meet the needs of different demographics, such as gender, race, disability and sexual orientation.
The firm now offers a dedicated clinical counsellor and virtual health services, benefits up to $30,000 for surrogacy and adoption, gender affirmation benefits to a lifetime maximum of $50,000, and a gender affirmation tool kit on how to support colleagues who are transitioning.
Rita Apa, the firm’s chief human resources officer, says that while psychological well-being is a priority, the strategy is more holistic, focused on physical, mental, social and psychological dimensions.
“We’re just not offering programs to our people, but looking at it holistically by focusing on prevention and recognizing that people with different backgrounds have unique needs, experiences and challenges related to well-being,” says Apa. “I call it inclusive well-being, because this was really well thought-out in terms of giving everyone a voice from our different populations. It’s not a one size fits all. It can never be that again.”
Apa says the firm is moving away from providing only resources to looking at the behaviours it needs to adopt systemically in order to create a psychologically safe environment.
“If you’ve created that trust as an employer, everything else will flow through,” says Apa. “It’s not only about programs, it’s how you’re supporting people on a daily basis.
“When we look at retention and attracting talent, people can work anywhere,” she says. “We need to give them a reason to do it here. How you support and care for your people is a differentiator.”
Boston Consulting Group (BCG) is also highly motivated to attract and retain top talent, especially among younger professionals who are prioritizing mental health and work-life balance.
Nina Abdelmessih, chief operating officer for BCG in Canada, says the company has significantly increased its support for mental health compared to five years ago. Currently BCG offers up to $10,000 per year in mental health support coverage for employees and their families, including on-site psychologist support, virtual tools and access to telehealth providers. Additionally, its family-friendly supports include over $70,000 of coverage for fertility, adoption and surrogacy programs.
“Our people are our best and only assets,” says Abdelmessih. “By investing in our people, we’re supporting them in the moments that matter most in their well-being. In return, we see that they consistently deliver their best to their teams, our clients and each other.
“That’s really an extension of our purpose and reason for being as a firm, which is to unlock the potential of those who advance the world. I see our benefits package as a living example of that purpose in action.”
BCG regards its investment as eminently worthwhile, given the significant economic costs of mental health issues to the Canadian economy, estimated to be well in excess of $50 billion, according to the Mental Health Commission of Canada.
“There’s a significant cost and benefit to be had around this investment and getting it right,” says Abdelmessih. “We experience lower than average attrition rates of our staff, and the benefits program is one part of that. Then there’s
the intangible benefit around innovation and the more tangible ones around productivity that are benefits of this investment.”
Borden Ladner Gervais LLP (BLG), has also raised the bar on benefits, recently increasing its coverage for fertility-related expenses such as in-vitro fertilization, genetic testing, and surrogacy, as well as significantly expanding its wellness plan in 2022.
“We believe that by addressing key concerns like mental health, inclusivity and family support, these benefits foster loyalty and demonstrate that we value our people,” says Tamara Costa, BLG’s national director, brand and marketing communications. “Over time, we’re confident these enhanced offerings will positively impact turnover as well as assist in recruitment efforts because members feel valued and supported holistically.”
But how do you assess success?
“Sometimes these programs are very hard to measure, so we’ll be looking at metrics, but any organization should do that,” says McCarthy Tétrault’s Apa. “We’re going to survey our people again to find out what’s working and what’s not. What was important three years ago may not be important today.”
Maybe the real movers and shakers among employers are the ones who listen.
Methodology
With a regional population of nearly 6.5 million, the Greater Toronto Area represents a broad diversity of industries, with employers operating in one of the most competitive regions in the country for recruiting and retaining top talent. To be considered for the Greater Toronto’s Top Employers competition, employers must have a head office or principal place of business in the region.
The methodology used to determine winners of the competition is based on a comparison of organizations in similar industries, regions, and size. Employers are evaluated on eight selection criteria, which have remained consistent since the project’s inception. The criteria are: Workplace; Work Atmosphere & Social; Health, Financial & Family Benefits; Vacation & Time Off; Employee Communications; Performance Management; Training & Skills Development; and Community Involvement. While the underlying criteria remains the same, areas of review have expanded and evolved over time with the advent of new programs and policies. Examples include workplace safety, hybrid and remote work options, and health and wellness.
The competition is a catalogue of best practices from employers in one of the most dynamic regions for talent in the country. Detailed reasons for selection can be found on the competition’s website, explaining why each of the winners was chosen: www.canadastop100.com/toronto
2025 Winners
The following organizations have been chosen as Greater Toronto’s Top Employers for 2025 (employee count refers to full-time staff):
1Password, Toronto. Software publishers; 646 employees. Provides generous maternity and parental leave top-up for new mothers, offering 100 per cent of salary for up to 32 weeks.
Acuity Insights Inc., Toronto. Software publishers; 124 employees. Maintains an unlimited vacation policy and recommends employees take a minimum of five days off per quarter.
ADP Canada Co., Toronto. Payroll services; 2,678 employees. Offers access to guidance, resources, and instructor-led courses to help employees plan and achieve career goals.
AIG Insurance Company of Canada, Toronto. Direct property and casualty insurance carriers; 402 employees. Encourages employees to participate in community outreach with 16 hours of paid time off to volunteer.
Alcohol and Gaming Commission of Ontario / AGCO, Toronto. Provincial gaming and liquor regulation; 523 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan.
Alectra Inc., Mississauga. Electric power distribution; 1,562 employees. Supports employees who are new parents with maternity and parental leave top-up, to 65 per cent of salary ranging from 35 to 50 weeks.
Altus Group Ltd., Toronto. Investment services; 992 employees. Encourages employees to adopt an ownership mentality with a share purchase plan, available to all employees.
AMD Canada, Markham. Computer technology manufacturing; 3,509 employees. Provides up to 20 days of paid bereavement leave to help employees manage unexpected challenges.
Amex Bank of Canada, Toronto. Credit card issuing; 1,820 employees. Offers on-site access to a licensed counsellor at no cost and provides separate coverage for mental health care, to $3,000 per year.
AstraZeneca Canada Inc., Mississauga. Pharmaceutical manufacturing; 1,714 employees. Supports all pathways to parenthood with surrogacy medical benefits of up to $15,000 and surrogacy and adoption non-medical benefits, to a lifetime maximum of $20,000.
Auvik Networks Inc., Vaughan. Computer software; 261 employees. Offers new hires $500 to set up their remote office as well as $100 monthly for incidental costs.
Aviva Canada Inc., Markham. Insurance services; 4,728 employees. Supports employees who aspire to leadership roles with dedicated development programs for women in leadership, high potential individuals and emerging leaders.
BASF Canada Inc., Mississauga. Chemical manufacturing; 1,138 employees. Provides home internet subsidies of up to $60 per month as well as a furniture subsidy of up to $1,000 for home office set up.
Baycrest, Toronto. Specialized hospitals; 1,267 employees. Organizes wellness events throughout the year such as pet therapy, hand and neck massages and wellness webinars.
Bayer Inc., Mississauga. Pharmaceuticals and agricultural products; 1,166 employees. Manages a four-week paid leave program for health care professionals wanting to contribute to a front-line response or deployment.
BD-Canada Inc., Mississauga. Healthcare and consumer products; 650 employees. Supports parents-to-be with maternity and parental leave top-up and a dedicated parent mentor group.
BDO Canada LLP, Toronto. Accounting; 5,483 employees. Hosted a dedicated talent week to encourage ongoing development, covering topics such as generative AI, building resilience, and diversity, equity and inclusion.
Bennington Financial Corp., Oakville. Commercial equipment leasing and financing; 179 employees. Holds three vacation draws per year, valued at $2,500 after tax, to be used for vacation or trip of choice.
Blake, Cassels & Graydon LLP, Toronto. Law firms; 1,373 employees. Amenities at the firm’s head office include subsidized access to an on-site gym, a lounge on the 39th floor, and a cafeteria with healthy menu options and subsidized meals.
Blue Ant Media Inc., Toronto. Media production and distribution; 314 employees. Rewards long serving employees with enhanced contributions to its lifestyle account for health and wellness and additional vacation allowance.
Borden Ladner Gervais LLP, Toronto. Law firms; 1,507 employees. Provides a home purchase allowance of $500, to be used for equipment to improve employees' physical home offices.
Boston Consulting Group Canada ULC, Toronto. Management consulting; 567 employees. Makes mental health support more accessible through generous coverage of up to $10,000 per year through its health benefits plan.
CAAT Pension Plan, Toronto. Pension plans; 524 employees. Helps employees balance unexpected challenges in their day-to-day lives with flexible work hours and six paid personal days each year.
Cadillac Fairview Corporation Limited, Toronto. Real estate management; 1,304 employees. Provides charitable donations to organizations where employees donate their time, up to $3,000 for individual volunteer efforts and $5,000 for team efforts.
Campbell Company of Canada, Mississauga. Food preparation and packaging; 166 employees. Provides generous tuition subsidies of up to $10,000 for courses directly related to an employee’s current position.
Canadian Standards Association / CSA Group, Toronto. Testing, certification and related services; 763 employees. Helps make access to mental health care more accessible with up to $5,000 of coverage as part of its health benefits plan.
Capital One Canada, Toronto. Credit card issuing; 851 employees. Offers generous referral bonuses as an incentive for employees to recruit friends, to a maximum of $10,000.
CGI Constructors, Mississauga. Commercial construction; 75 employees. Created an employee child care grant to help offset related costs as well as expenses such as camps and recreational activities.
Children’s Aid Society of Toronto, Toronto. Child and youth services; 700 employees. Provides four weeks of starting vacation allowance as well as 10 paid personal days which can be taken as needed throughout the year.
Choice Properties REIT, Toronto. Real estate investment trusts; 298 employees. Increased its coverage for mental health care to $3,500 and provides an annual health and wellness subsidy of up to $500.
CIBC, Toronto. Banking; 41,490 employees. Provides a dedicated Purpose Day for each employee to pursue personal or professional development goals.
CI Financial Corp., Toronto. Financial management services; 1,432 employees. Offers a $500 credit to purchase home office equipment through a dedicated provider.
Citi Canada, Mississauga. Banking; 3,073 employees. Enables employees to take up to four weeks off to work pro bono with a charitable organization while receiving 100 per cent of their base pay.
College of Physicians and Surgeons of Ontario, The, Toronto. Professional organizations; 398 employees. Maintains a generous maternity and parental leave top-up policy, providing new parents with up to 90 per cent of salary for a maximum of 36 weeks.
Colliers International Canada, Toronto. Commercial real estate services; 2,608 employees. Supports a parents and caregivers employee resource group to facilitate peer support and community.
Conagra Brands Canada Inc., Mississauga. Food preparation and packaging; 500 employees. Offers phased-in work options for those nearing retirement, allowing employees to gradually reduce their hours.
CRH Canada Group Inc., Vaughan. Concrete manufacturing; 3,341 employees. Recognizes employee success through annual Excellence Awards in categories such as people development, community engagement, and occupational health and safety.
Crown Property Management Inc., Toronto. Property management; 190 employees. Launched an early office closure program to enable employees to work half days on Fridays preceding a long weekend.
Dayforce, Inc., Toronto. Human resources software and services; 2,292 employees. Offers dedicated paid sick time to ensure that employees can take time to rest and recover, up to 10 days per year.
Dentsu Canada Inc., Toronto. Marketing agencies; 1,142 employees. Encourages employees to support their local community with two paid days off to volunteer each year.
Diamond Schmitt Architects Inc., Toronto. Architecture; 284 employees. Maintains an in-house Diamond Schmitt University to support ongoing skills development.
Dig Insights Inc., Toronto. Marketing consulting services; 181 employees. Provides employees with the opportunity to work globally for up to eight weeks, subject to appropriate approvals.
Durham College of Applied Arts and Technology, Oshawa. Post secondary schools, college; 838 employees. Offers massage therapy, acupuncture and nutritionist services through its Campus Health Centre.
Dynacare Inc., Brampton. Medical laboratories; 2,436 employees. Helps employees build long term savings with matching RSP contributions.
Dyson Canada Ltd., Toronto. Household appliance manufacturing; 165 employees. Offers a generous health spending account of $3,000, enabling employees to cover additional health and dental expenses as needed.
East Gwillimbury, Town of, Sharon. Municipal governments; 185 employees. Helps employees prepare for the future with succession and retirement planning assistance and contributions to a defined benefit pension plan.
Ecclesiastical Insurance Office plc, Toronto. Property and casualty insurance; 80 employees. Offers a personal development subsidy for learning and personal interest unrelated to work, to a maximum of $1,000.
EF Educational Tours, Toronto. Educational tour services; 122 employees. Enables employees to participate in paid international travel at least once a year through its unique staff tour travel policy.
Equifax Canada Co., Toronto. Credit data and reporting services; 585 employees. Supports a hybrid work environment and enables employees to work remotely from anywhere in the world for up to two weeks.
EY, Toronto. Accounting; 8,685 employees. Organizes an innovation challenge each year, enabling employees to think creatively outside of daily engagements to help solve business challenges.
Fidelity Canada, Toronto. Portfolio management; 1,981 employees. Provides a 20 per cent subsidy for employees purchasing computer hardware or software, to a maximum of $2,000.
First Canadian Title Company Limited / FCT, Oakville. Direct title insurance carriers; 1,044 employees. Maintains a generous maternity and parental leave top up policy, providing new parents with 100 per cent of salary for a full year.
First Capital REIT, Toronto. Real estate development and management; 379 employees. Helps employees enjoy a little more time away with five paid days off during the winter holidays.
FIRST Insurance Funding of Canada, Toronto. Insurance payment services; 143 employees. Supports ongoing employee education with tuition subsidies for job-related courses, to a maximum of $5,250 per year.
Flipp Corp., Toronto. Advertising agencies; 444 employees. Offers a monthly remote work allowance of $200 that can be used for internet, transportation, and home office equipment.
Ford Motor Company of Canada Ltd., Oakville. Automobile manufacturing; 7,229 employees. Provides generous discounts on employee purchases of company vehicles for up to four new vehicles annually.
FreshBooks, Toronto. Software publishers; 398 employees. Head office amenities include an on-site fitness facility, bi-weekly visits from a massage therapist, and lunch provided once a week.
General Mills Canada Corporation, Mississauga. Food manufacturing; 604 employees. Matches charitable donations made by employees, to a maximum of $1,000 USD per year.
George Brown College, Toronto. Post secondary schools, college; 1,536 employees. Offers exceptional maternity and parental leave top-up for employees who are new mothers, to 93 per cent of salary for a full year.
Gilead Sciences Canada Inc., Mississauga. Pharmaceutical products; 541 employees. Benefits plan includes a wellness spending account of up to $1,000 per year for expenses such as gym memberships.
GlaxoSmithKline Inc. / GSK, Mississauga. Pharmaceutical manufacturing; 1,701 employees. Supports the long-term welfare of employees with health benefits that extend to retirees, with no age limit and 100 per cent premium coverage.
Haleon Canada ULC/Haleon Canada SRI, Mississauga. Consumer health products; 970 employees. Helps employees build retirement savings with contributions to a matching RRSP and a defined contribution pension plan.
Halton, Regional Municipality of, Oakville. Municipal governments; 2,325 employees. Head office features an extensive fitness and wellness centre which employees can access at no cost.
Halton Regional Police Service, Oakville. Police services; 1,103 employees. Ensures mental health care is accessible for employees through generous coverage of up to $24,000 annually as part of its benefits plan.
HarperCollins Canada Ltd. and Harlequin Enterprises ULC, Toronto. Book publishers; 265 employees. Maintains no pre-set limits to sick time and enables employees to care for family members who are experiencing illness as part of its policy.
Hatch Ltd., Mississauga. Engineering services; 4,435 employees. Honours employee achievements through a formal awards program, with award categories for client relations, construction management, and design excellence, to name a few.
Hazelview Investments Inc., Toronto. Real estate investment trusts; 100 employees. Offers long-standing employees the opportunity to take a three-month paid sabbatical after 15 years of tenure.
Healthcare Insurance Reciprocal of Canada / HIROC, Toronto. Direct health and medical insurance carriers; 135 employees. Offers a personal wellness account of up to $500 which can be used for expenses such as nutritional counselling, personal training, pet care, and extended health services.
Healthcare of Ontario Pension Plan / HOOPP, Toronto. Pension plans; 1,024 employees. Supports a mental health strategy and provides ongoing mental health training and coaching for managers.
Henkel Canada Corp., Mississauga. Adhesive manufacturing; 336 employees. Enables employees to use their health spending account allotment via a credit card, reducing out-of-pocket costs and alleviating the need to make formal claims.
Hershey Canada Inc., Mississauga. Food manufacturing; 1,004 employees. Offers formal mentoring and leadership development programs for those who aspire to leadership roles.
Hewlett Packard Enterprise Canada Co., Mississauga. Computer technology and support services; 724 employees. Encourages employees to take time for activities they love through four paid Wellness Fridays during the spring and summer months.
Hitachi Rail GTS Canada Inc., Toronto. Specialized IT services; 955 employees. Helps employees shore up retirement savings with a defined contribution pension plan as well as additional pension contributions if employees contribute separately to an RRSP or TFSA.
Holland Bloorview Kids Rehabilitation Hospital, Toronto. Hospitals; 670 employees. Supports employees who want to start a family with maternity and parental leave top-up and offers the convenience of on-site child care when they are ready to return to work.
Home Depot Canada Inc., Toronto. Retail; 16,010 employees. Maintains The Homer Fund, a non-profit charity to support employees during times of financial crisis.
HomeEquity Bank, Toronto. Specialized home mortgages; 381 employees. As part of its Working Abroad Policy, employees may request to work up to two weeks per year from an approved location outside of Canada to extend a vacation.
Hospital for Sick Children, The, Toronto. Hospitals; 6,741 employees. Encourages employees to plan for the future with access to retirement-related resources through an online pension centre.
Humber College, Toronto. Post secondary schools, college; 1,986 employees. Hosts well-being workshops on topics such as mindfulness, resilience and stress.
Hyundai Auto Canada Corp., Markham. Automobile wholesale; 265 employees. Rewards employees who successfully refer candidates with a $500 referral bonus as well as $500 paid to a charity of their choosing.
Hyundai Capital Canada Inc., Toronto. Financial services; 195 employees. Provides $2,000 for employees to allocate to health or wellness spending accounts, to be used for medical or wellness expenses such as commuting costs, gym memberships or personal development.
IAMGOLD Corporation, Toronto. Gold mining; 1,199 employees. Piloting a virtual coaching platform to enable employees to find their ideal coach, set goals, and track progress at their own pace.
Independent Electricity System Operator, The / IESO, Toronto. Electric power distribution; 1,062 employees. Prioritizes professional development through stretch assignments and job rotations, helping employees broaden their expertise and experience.
Interac Corp., Toronto. Financial services; 749 employees. Helps employees balance work and their personal commitments with flexible hours, quiet hours to enable employees to manage family responsibilities, and reduced summer hours.
Investment Management Corporation of Ontario / IMCO, Toronto. Investment services; 365 employees. Ensures employees can access mental health care with generous coverage of up to $7,000 per year for licensed practitioners.
IPEX Inc., Oakville. Plastics pipe and pipe fitting manufacturing; 2,905 employees. Maintains a generous maternity and parental leave top-up policy, providing new and adoptive parents with up to 52 weeks of paid leave.
ISA Cybersecurity Inc., Toronto. Computer security services; 68 employees. Developed a distance working policy to enable employees to work from afar while attending to personal and family obligations for extended periods of time.
Kinross Gold Corporation, Toronto. Gold mining; 312 employees. Supports all new parents with maternity and parental leave top-up payments and offers the option for returning parents to phase-in their return to work.
Kraft Heinz Canada ULC, Toronto. Food manufacturing; 1,545 employees. Offers employees discounts on company food products as well as opportunities to enroll in immersive cooking lessons with their professional chef colleagues.
Kruger Products Inc., Mississauga. Paper products; 2,489 employees. Helps its young families with maternity and parental leave top ups along with daycare subsidies, summer camp subsidies and a postsecondary scholarship program.
Labatt Breweries of Canada, Toronto. Breweries; 3,312 employees. Located in a landmark building on the city’s waterfront, the head office features an on-site fitness facility along with a fully equipped bar with billiards and sample products.
Lactalis Canada Inc., Toronto. Food manufacturing; 4,057 employees. Supports ongoing development through numerous initiatives, from paid summer internships to cheese making at the in-house North American Cheese Academy.
LEA Consulting Ltd., Markham. Engineering Services; 187 employees. Encourages employees to share in the company’s short and long term successes through year-end bonuses and a share purchase program.
Liquor Control Board of Ontario / LCBO, Toronto. Liquor distribution; 4,534 employees. Helps employees plan for a comfortable retirement with the security of a defined benefit pension plan.
Loblaw Companies Ltd., Brampton. Supermarkets and grocery stores; 31,967 employees. Celebrates employees at the annual Thanks to You Week celebrations with games, entertainment and lunch served by executives.
Loopio Inc., Toronto. Software developers; 234 employees. Offers generous mental health coverage (to $2,000) and hosts regular wellness activities, from monthly walking challenges and puppy yoga to painting classes.
Manulife Financial Corporation, Toronto. Direct life insurance carriers; 11,566 employees. Helps employees look ahead with retirement planning assistance, along with a defined contribution pension plan, year-end bonuses and share purchase programs.
Mars Canada, Bolton. Food manufacturing; 1,545 employees. Supports new mothers with maternity and parental leave top-ups to 100 per cent of salary for up to 23 weeks.
Mazda Canada Inc., Richmond Hill. Automobile wholesale; 177 employees. Employees can take advantage of a unique work perk and drive a new Mazda vehicle through the company assigned or company-leased vehicle program.
McCain Foods Ltd., Toronto. Food manufacturing; 2,857 employees. Hosts the weekly Too Good to Miss social events, encouraging employees to get together through activities ranging from summer barbecues to yoga classes.
McCarthy Tétrault LLP, Toronto. Law firms; 1,667 employees. Captures employee feedback and ideas through the “idea+eXchange” program that has led to the implementation of over 150 ideas from employees since its inception.
McMillan LLP, Toronto. Law firms; 718 employees. Provides maternity and parental leave top-ups for new parents and maintains a Family Matters affinity group to help new parents connect and share their experiences.
MDA Space Ltd., Brampton. Space manufacturing; 2,914 employees. Offers a number of great financial benefits including a defined benefit pension plan, a share purchase plan and generous new employee referral bonuses.
Medtronic Canada ULC, Brampton. Electromedical apparatus manufacturing; 630 employees. Encourages employees to keep active and healthy with free access to a fully-equipped on-site fitness facility that also includes free guest passes for employees' family members.
Meridian Credit Union Ltd., Toronto. Credit unions; 1,962 employees. Provides a number of flexible work options including a hybrid work program that lets employees apply to work for a set amount of time from an approved location outside of their home province.
Metrolinx, Toronto. Public transit; 6,681 employees. Maintains a partnership with Kids & Company to provide employees with full-time, flexible and emergency backbackuplchild carevices when needed.
Michael Garron Hospital | Toronto East Health Network, Toronto. Hospitals; 1,531 employees. Provides subsidized access to an on-site gym and spin studio with instructor-led classes, and provides employees with regular stretch breaks and wellness workshops.
Mondelez Canada Inc., Toronto. Food manufacturing; 2,626 employees. Reaches out to the next generation of employees though paid internships, apprenticeships, mentoring and leadership development programs.
Multiplex Construction Canada Ltd., Toronto. Commercial construction; 171 employees. Health benefits plan includes a health spending account for a range of wellness expenses and generous coverage for mental health care, up to $3,000 per year.
Municipal Property Assessment Corporation, Pickering. Real estate appraisal; 1,736 employees. Starts new employees with three weeks of paid vacation and offers all employees additional time off (up to five days) between the Christmas and New Year’s holidays.
Nelson Education Ltd., Toronto. Publishers; 135 employees. Encourages ongoing employee development through a range of in-house training options, as well as tuition subsidies for courses related and not directly related to their current position.
Nestlé Canada Inc., Toronto. Food manufacturing; 3,362 employees. Hosts fun social events to suit everyone’s tastes, including a Jazz Night at Ripley’s Aquarium, a cooking class at St. Lawrence Market and a Blue Jays baseball game.
Northbridge Financial Corporation, Toronto. Direct property and casualty insurance carriers; 1,936 employees. Created the unique Gig Opportunity Program, designed to connect employees through short-term projects, tasks and assignments outside of their usual roles.
North York General Hospital, Toronto. Hospitals; 2,269 employees. Introduced a new Flexible Holidays Program that reflects the diversity of its work force and lets employees exchange designated paid holidays for the holidays that are meaningful to them.
Novo Nordisk Canada Inc., Mississauga. Pharmaceuticals preparation manufacturing; 464 employees. Provides a wellness spending account that can be used for everything from golf memberships and yoga retreats to dog care, home saunas or “whatever well-being means to the employee.”
Nulogy Corporation, Toronto. Computer software; 100 employees. Supports long-term employee development with tuition subsidies for job-related courses and courses not directly related to their current position, to a maximum of $3,000 annually.
Olympus Canada Inc., Richmond Hill. Medical, industrial and imaging equipment; 270 employees. Encourages employees to become recruiters for the company with generous new employee referral bonuses, to $2,500 for successful new hires.
OMERS Administration Corporation, Toronto. Pension funds; 2,652 employees. Supports new parents-to-be with generous fertility supports, maternity and parental leave top-up payments, and the option to extend their leave into an unpaid leave of absence.
Ontario Dental Association, The, Toronto. Professional organizations; 65 employees. Provides maternity and parental leave top-up payments for all new parents equally, to 80 per cent of salary for up to 27 weeks.
Ontario Energy Board / OEB, Toronto. Provincial energy regulation; 234 employees. Encourages employees to keep fit with subsidized memberships to a shared-use fitness facility that offers instructor-led and virtual fitness classes.
Ontario Medical Association, Toronto. Professional organizations; 331 employees. Offers employees a generous wellness spending account (to $1,000 annually) for fitness and health expenses and generous coverage for mental health services (to $3,000 annually).
Ontario Shores Centre for Mental Health Sciences, Whitby. Specialty hospitals; 970 employees. Helps employees come together with a variety of fun events, including an employee softball game, ice cream truck visits, a summer barbecue and holiday celebrations throughout the year.
PepsiCo Canada, Mississauga. Soft drink and food manufacturing; 11,441 employees. Encourages employees to support charitable initiatives in the community with paid volunteer time along with generous matching charitable donations.
Philips Canada, Mississauga. Healthcare and consumer products; 561 employees. Cultivates an ownership culture through a share purchase plan and helps employees save for the future with a defined contribution pension plan.
Potentia Renewables Inc., Toronto. Other electric power generation; 85 employees. Supports ongoing employee development with generous tuition subsidies for courses related and not directly related to their current position, to $3,000 annually.
Procter & Gamble Inc., Toronto. Consumer products manufacturing; 1,853 employees. Through the formal Workways flexible work program, employees have the option to work from anywhere in Canada and other locations around the world.
Questrade Financial Group, Toronto. Financial investment services; 2,394 employees. Encourages employees to keep fit with discounted fitness club memberships, weekly yoga, wellness workshops, and a variety of fun wellness challenges (with motivational prizes).
RioCan Real Estate Investment Trust, Toronto. Real estate investment trusts; 565 employees. Along with three weeks of paid starting vacation, employees enjoy extra time off between the Christmas and New Year’s holidays (up to five days), as well as additional paid personal days.
Roche Canada, Mississauga. Pharmaceutical manufacturing; 1,944 employees. Head office employees can unwind in a dedicated Wellness Lounge that features massage chairs, light therapy lamps, relaxation music, and spaces for meditation, prayer or rest.
Royal Bank of Canada, Toronto. Banking; 65,424 employees. Offers great financial benefits, including preferred rates on mortgages, a defined contribution pension plan, a voluntary savings plan and a share purchase plan.
Royal Ontario Museum / ROM, Toronto. Museum; 364 employees. Recently launched a formal work perks discount program for a range of products and services, and offers free ROM tickets for employees and their family members.
RSM Canada LLP, Toronto. Accounting; 962 employees. Helps employees save on the commute to work through transit subsidies, subsidized parking and meal allowances when working late during the busy season.
R.V. Anderson Associates Limited, Toronto. Engineering consulting services; 450 employees. Provides new parents with varying maternity and parental leave top-ups and offers the convenience of on-site child care when employees are ready to return to work.
Sage Software Canada Ltd., Toronto. Computer software and consulting services; 359 employees. Encourages employee fitness through the “Fitbucks” program that can be used for fitness club memberships, exercise classes, personal trainers and home exercise equipment.
Samsung Electronics Canada Inc., Mississauga. Communications equipment manufacturing; 777 employees. Supports employees with children through Bring Your Kids to Work Day (for ninth grade students), paid summer jobs and a postsecondary academic scholarship program.
Sanofi Canada, Toronto. Pharmaceutical manufacturing; 2,068 employees. Encourages ongoing education through the formal Sanofi University digital learning platform that connects employees with programs at outside academic institutions.
Schneider Electric Canada Inc., Mississauga. Industrial automation and controls; 2,118 employees. Manages the online Open Talent Market career portal that helps employees match their skills and career objectives to projects, mentors and new jobs within the company.
Scotiabank, Toronto. Banking; 41,797 employees. Introduced shared office locations (called Community Spaces) for all employees living outside of the downtown core to help reduce commute times and provide secure, shared and comfortable work space.
Second Harvest Canada, Toronto. Community Food Services; 101 employees. Supports new mothers with generous maternity and parental leave top-up payments to 80 per cent of salary for 52 weeks.
Seneca Polytechnic, Toronto. Post secondary schools, college; 1,848 employees. Made significant investments in major workplace redesigns such as the introduction of hoteling work spaces to accommodate a more flexible work force.
Slalom Consulting ULC, Toronto. Consulting; 805 employees. Employee lounge features shuffleboard, an arcade machine (designed by the company’s engineering team), ping pong and a variety of video games.
Sobeys Inc., Mississauga. Supermarkets and grocery stores; 28,467 employees. Supports ongoing employee education with generous tuition subsidies for courses related and not directly related to their current position, to $5,000 annually.
Spaulding Ridge, LLC, Toronto. Computer consulting services; 69 employees. Encourages employees to recruit their friends with generous new employees referral bonuses, up to $2,000 for successful hires.
Spin Master Ltd., Toronto. Children’s toys and entertainment; 803 employees. Donated over 6,300 volunteer hours on company time and supported 117 charitable organizations over the past year.
Sun Life Assurance Company of Canada Inc., Toronto. Direct life insurance carriers; 12,243 employees. Employees reaching their fifth year employment anniversary (and every fifth year thereafter) are entitled to take a sabbatical leave from three to six weeks, with the first week paid fully.
Tarion Warranty Corporation, Toronto. Direct title insurance carriers; 355 employees. Hosted a four-week long fitness challenge, promoting health and wellness among employees and offered employees on-site health risk screening assessments.
TD Bank Group, Toronto. Banking; 65,644 employees. Along with nearby food courts, the bank hosts visiting third-party vendors who set-up micro-markets on select floors so employees can quickly grab snacks and beverages.
Teranet Inc., Toronto. Electronic land registration and information systems; 805 employees. Offers maternity and parental leave top-ups for new parents and provides employees with the option to gradually phase in their return to full-time work at the end of their leave.
The Beer Store, Bolton. Beer, wine, and liquor retailers; 2,313 employees. Manages the “BMindful” employee resource group that sponsors a range of mental health and wellness initiatives, from speaking panels to a steps challenge in the spring.
TMX Group Limited, Toronto. Stock exchange; 1,447 employees. Introduced a formal and flexible work from abroad option that lets employees apply to work from outside the country for up to two weeks annually.
Toronto and Region Conservation Authority, Vaughan. Environment, conservation and wildlife organizations; 547 employees. Supports ongoing employee development with in-house training, subsidies for professional accreditations and tuition subsidies for programs at outside academic institutions.
Toronto, City of, Toronto. Municipal governments; 24,402 employees. Encourages ongoing employee education with tuition subsidies (to $1,500 annually) and is within walking distance of a number of postsecondary institutions employees.
Toronto Community Housing Corporation, Toronto. Administration of housing programs; 2,302 employees. Supports new mothers with generous maternity and parental leave top-up payments to 93 per cent of salary for 52 weeks, along with the option to extend their leave into an unpaid leave of absence.
Toronto Zoo, Toronto. Zoos and botanical gardens; 298 employees. Offers discounted admission and camp rates (includes rides and parking) for employee guests and family members along with special access privileges to the zoo.
Trisura Guarantee Insurance Company, Toronto. Specialty insurance; 265 employees. Starts new employees with three weeks of paid vacation, moving to four weeks after only three years on the job, and offers the option to purchase one extra week of vacation.
Tucows.com Co., Toronto. Internet domain name registrars; 576 employees. Offers new mothers generous maternity and parental leave top-ups to 100 per cent of salary for 36 weeks along with the option to extend their leave into an unpaid leave of absence.
Unilever Canada, Inc., Toronto. Consumer product manufacturing and distribution; 983 employees. Encourages employees to share in the company’s long-term success through a share purchase program that offers one free share for every three shares purchased.
Unity Health Toronto, Toronto. Hospitals; 6,527 employees. Employees can apply for educational leaves of absence and can plan for a self-funded leave of absence of up to one year in duration.
University of Toronto, Toronto. Post secondary schools, university; 12,258 employees. Offers subsidized memberships to a range of fitness facilities, including full gymnasiums, swimming pools, an indoor field house, skating arena, a covered playing field during the winter months, dance studios, and more.
Vena Solutions Inc., Toronto. Computer software and consulting services; 572 employees. Incorporates “bite-sized” learning sessions (seven to 10 minutes) into their weekly town halls and offers generous tuition subsidies for academic courses, up to $2,000 annually.
Visa Canada Corporation, Toronto. Payments technology; 222 employees. Gives employees two paid volunteer days annually and encourages employee giving through generous matching charitable donations, up to $10,000 annually.
Wealthsimple Technologies Inc., Toronto. Investment services; 1,261 employees. In addition to four weeks of starting vacation, employees receive five wellness day that are used to extend long weekends, from Family Day in February through to the Labour Day long weekend.
Weston Consulting Group Inc., Vaughan. Urban planning consulting services; 66 employees. Offers a fun social calendar with a personal touch, from a summer family barbecue at the founder’s home and a spring social with go-kart racing to an off-site year-end dinner and dance.
Women’s College Hospital, Toronto. Hospitals; 760 employees. Helps employees plan for a secure retirement with retirement planning assistance services along with contributions to a defined benefit pension plan.
Workplace Safety and Insurance Board / WSIB, Toronto. Workplace health and safety programs; 4,566 employees. Encourages ongoing employee education with tuition subsidies (to $2,500 annually) and offers financial bonuses for some course completions (up to $4,000).
World Vision Canada, Mississauga. Charitable organizations; 436 employees. Helps employees plan for life after work with retirement planning assistance services along with a defined contribution pension plan.
Yamaha Motor Canada Ltd., Toronto. Motorized vehicle and equipment wholesale; 225 employees. Hosts an annual health and wellness week that features mental health guest speakers, fresh fruits and healthy snacks, yoga, on-site massages, nutritionist consultations, and more.
YMCA of Greater Toronto, Toronto. Individual and family services; 3,377 employees. Offers great perks for employees and their families, from free fitness club memberships to discounts on child care services and summer camps for their children.
York Regional Police, Aurora. Police services; 2,423 employees. Employee-led sports committee organizes softball, hockey, soccer and beach volleyball leagues along with competitive, recreational and charity sporting events in the community.
YWCA Toronto, Toronto. Individual and family services; 283 employees. Provides employees with six health promotion days to use for personal health and wellness matters and offers a dedicated mental health practitioner benefit, to $1,000 annually.
Zurich Canada, Toronto. Insurance services; 768 employees. Encourages ongoing employee professional development with course completion bonuses, ranging from $500 to $3,000 depending on the program.
More from the GTA’s Top Employers
Advertising feature produced by Canada’s Top 100 Employers, a division of Mediacorp Canada Inc. The Globe and Mail’s editorial department was not involved.