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1. Investment Calculators
2. AI – Not a replacement for good judgement

   When it comes to AI, clients’ interests come first   

   Artificial intelligence, or AI, is changing how we work in Canada. It helps us do things faster, makes talking to others easier, and takes care of many daily tasks. As of mid-2025, studies show that more than 68% of Canadian financial firms — including about 15,000 advisors and 2,500 agencies — have already started using AI to stay ahead, reach clients, and handle routine tasks.^_1,2
   
   For financial advisors, AI can be useful and exciting, as long as it’s used wisely and always with client privacy and regulatory compliance in mind.
   
   AI can make your day-to-day work easier but use it with care:
   • Know the risks as well as the rewards
   • Remember, AI is a tool —it can’t replace your expertise and good judgement!
   • When using AI, always protect client privacy and follow the rules
   
   AI is changing how we all work. To help you keep up, we encourage you to stay up to date with industry news and tips about AI. For example, the following recent news article has some helpful tips on using AI safely and effectively in your practice: Using artificial intelligence can pose risks for advisors
   
   When you use AI, stay vigilant and informed, use your good judgement—and always put the client’s interests first.
   
   
   
   ¹Canadian Artificial Intelligence Business Adoption Survey 2025, Finance and Technology Insights Canada.
   ²Financial Advisors & Agency Technology Integration Report, Canadian InsurTech Analytics, July 2025.
    
3. 5 topics to discuss with large case clients Are you working with high-net-worth business owner clients? It’s important to ask the right questions to get them interested in learning how corporate-owned life insurance might benefit their situation.
   
   Here are a few suggestions from our large case team:
   1. Capital Dividend Account: Are you taking full advantage of your company’s Capital Dividend Account for your family?
   2. Cash flow and surplus: Do you have surplus cash or cash flow in your corporation? Why is it there? If it is for tax deferral, would you like to make some or all of that deferral permanent?
   3. Legacy: What do you want to happen to your business when you’re no longer there? How much of what you have built do you want to preserve for your family? How much will be preserved?
   4. Shareholder’s agreement: Do you have a shareholder’s agreement? How is it funded? Does it deal with triggering events like death, disability, and retirement?
   5. Worse-case scenarios: If you were not able to show up at your business for 3 months, and no one expected it, what would happen? What would creditors, customers, suppliers, and employees do?
   
   Visit our large case webpage and watch Ask our Experts to learn more about the importance of careful planning when it comes to corporate policy ownership.
    
4. Lin covers her life, her partner, her home, and business with Equitable’s Term Life insurance Lin has just opened her new business. Her partner Terri has supported her through it all, managing the bills and the mortgage so Lin can focus on getting her store established. Lin knows they’ve both worked so hard to achieve what they have.
   
   She wants to make sure they’re covered in case anything happens to either of them.
   With Equitable Life^® Term Insurance, Lin can get affordable life insurance, which covers her and Terri’s current needs but is also flexible enough to change as their needs change.
   
   This video can help you start the conversation with clients about Term insurance. It walks them through the different term options and the value of being able to convert term coverage to a permanent life insurance policy later on. It also details the KIND^TM benefits that are currently available with Term insurance.
   
   Plus, check out our Term product page, then click on the Marketing Materials tab for the latest Term marketing materials.
   
   Want to learn more? Reach out to your local wholesaler.
   
   
   
   
   Watch our new Term insurance with Equitable Life of Canada video to learn more. See it on Vimeo or YouTube.
   
   
   
    
   ^® and ™ denote trademarks of The Equitable Life Insurance Company of Canada.
5. Fidelity Investments Canada
6. [pdf] Pre-Authorized Debit (PAD)
7. [pdf] Equinet FAQ
8. EquiNet-FAQ
9. Update: Improved Employee Assistance from Homewood Health

   As we announced in June, we are expanding our relationship with Homewood Health to help you meet the mental health and wellness needs of your employees and their families. Beginning Oct. 1, 2019, Homewood will be the new provider of both our Employee and Family Assistance Program (EFAP) and our online health and wellness services.

   Following the transition to Homewood, plan members will benefit from added features:

   • Signing in to Homewood Health online allows the platform to customize content unique to your interests.
   • All plan members will have access to a Health Risk Assessment to help identify health and wellness barriers.
   • i-Volve, Homewood's online cognitive behavioural therapy program is available for all plan members to help them manage anxiety and depression.

   Learn more about Homewood Health and how they will be providing your plan members with exceptional EFAP and online health and wellness resources.

   What does the transition to Homewood mean for you and your plan members?

   We will be working with you in the coming months to facilitate the transition and support your employees. Most importantly, there will be no disruption of service delivery to employees who are currently in short-term counselling with our current EFAP provider.

   The transition timeline

   Groups without an EFAP

   Online health and wellness resources will be available through EquitableHealth.ca just as they are now. Here's what you can expect in the coming months.

   September   

   • We will send plan administrators an email with more details about the resources available to assist in the transition, including:
     • How to register for Homewood Health online
     • A video orientation for plan members

   October

   • October 1^st – plan members can access the Homewood online resources! They simply need to visit homeweb.ca/Equitable to sign up and create their unique login.

   The transition timeline

   Groups with an EFAP

   We’ve created a helpful infographic that outlines the steps involved in the transition to the Homewood Health EFAP over the coming months. Please save or print it for easy reference. Below are some of the highlights.

   August

   • We will send plan administrators an email with official notice that the enrolment certificate for our current EAP provider, LifeWorks, will terminate on Sept. 30, 2019, and that Homewood Health Inc. will be our new Employee Assistance Program provider as of Oct. 1.

   September   

   • Homewood will send you a welcome email, including how to access the EFAP, who to contact for support and where to find resources to help share the news with plan members.
   • Homewood will follow up directly to answer any questions you may have.
   • Homewood will begin offering orientation and training sessions for both plan administrators and plan members. These will be running throughout the fall so you can attend at your convenience. 

   October

   • October 1^st – plan members can access the Homewood EFAP and online resources! They simply need to visit homeweb.ca/Equitable to sign up and create their unique login.
   • Orientation and training sessions will continue to be available for both plan administrators and plan members throughout October.

   Learn More

   The resources listed below answer common questions about Homewood and our EFAP transition:

   • EFAP Transition Infographic
   • Homewood Health - Improving Life
   • EFAP Transition FAQ
   • About Homewood

   If you have a question that is not addressed here, please contact your Group Account Executive or myFlex Sales Manager.

10. Equitable Life Group Benefits Bulletin – January 2022

    Short-term disability coverage for plan members with COVID-19*

    Please note: This announcement applies only to groups with short-term disability coverage through Equitable Life
     
    As the COVID-19 pandemic continues, and the situation evolves, we continue to adjust our practices to ensure ongoing support for our plan members.
     
    PCR tests no longer required for COVID-related STD claims
     
    Some provinces have recently restricted access to COVID-19 PCR testing to only high-risk individuals. To ensure your clients' eligible plan members receive their short-term disability benefits in a timely manner, we no longer require a positive PCR test for plan members submitting COVID-19-related STD claims.
     
    Plan members who are experiencing symptoms of COVID-19 or who have tested positive for the virus (either with a PCR test or with an at-home rapid test) and are unable to work from home should complete the Short Term Disability Plan Member COVID-19 Claim Form (#421A). 
     
    They should indicate the date of the onset of symptoms or date of their positive test result. Where applicable, they should also indicate the date they have been cleared by public health to end their self-isolation. The form includes an attestation that the information they have provided is accurate.
     
    The employer needs to complete the Short Term Disability Employer COVID-19 Claim Form (#421B). They should indicate the expected return-to-work date according to their provincial health guidelines, or using the date provided by a public health official.
     
    Waiting periods for COVID-related STD claims
     
    To support your clients' plan members during the initial stages of the pandemic, we waived the STD waiting period if a plan member’s absence was due to symptoms or a diagnosis of COVID-19.  Now that COVID-19 has become the “new normal,” we are returning to our standard practices and treating the virus as we would any other illness.
     
    Effective Jan. 1, 2022, standard waiting periods will apply for COVID-related STD claims, according to the terms of the Group policy. This ensures that all plan members submitting a STD claim are treated fairly, no matter what the cause of the claim.
     
    Eligible plan members will receive STD benefits up to a maximum of 10 days from the date of the onset of symptoms or a positive COVID-19 test result, minus the waiting period.
     
    For example, if the plan has a five-day waiting period, and the plan member returns to work nine days after a positive test result, they would be eligible for four days of benefits payments.
     
    If the claimant is still unwell after 10 days, then the standard Short Term Disability Claim Form (#421) needs to be completed.  
     
    If a plan member is admitted to hospital, benefits will be paid following the waiting period applicable to hospital claims.