An employer arranges for the company's employees to make contributions in a group RRSP via payroll deductions. The level of contribution per year is decided by the employee, to be invested as specified by the administrator of the group RRSP account. The Group RRSP is managed according to investment selections, in individual employee accounts.
With a group plan the contributing employee gains similar benefits to a regular RRSP as contributions can be deducted from the employee's income, thus lowering his or her taxable income. A Group RRSP reduces taxes at source, allowing the employee to have a higher income issued by payroll.
Part of implementing an excellent Group RRSP plan is to have a wide selection of investments available for employees.
Group RRSP fees can be lessened because of the buying power of a group of investors, translating to better returns for the employee over time.
It is easy to add employees to a Group RRSP. If the company winds down the plan in the future, or if employees are terminated, they can move their money to their own individual RRSP plans. Conversely, pension rules are more strictly regulated.
Once the employee and/or additionally the employer makes contributions to an employee's plan, the ownership then is attributed to the employee.
This information is intended to general educative reference only. This group material is not a specific piece of advice for any one situation as every solution is different.
Implementing a retirement, estate, and any other form of financial plan may consist of investing in mutual funds, insurance products (such as segregated funds) and other financial instruments. Prospective investors should always obtain a copy of the offering documents in respect of each investment product (such as prospectus, information statement or folder, insurance contract, etc.), and read it carefully, including discussion of any risk factors, fees, expenses, terms, conditions and restrictions. Consult your personal tax and legal advisor before investing.