For HR Leaders & Benefits Professionals

Your employees are building wealth on their own time.
You can make it easier.

59% of your employees are financially stressed right now. The Bitcoin Savings Plan is the first employer benefit that addresses the wealth-building gap directly — voluntary, payroll-integrated, FINTRAC-compliant, and live in 1-2 days.

Book a Free Demo See how it works
59%
of employees report
active financial stress
$183B
annual employer cost
of financial stress (US)
1-2
business days
to go live
Cost of financial stress at your company Calculator
$0
estimated annual cost at 100 employees
Number of employees100
Average annual salary$65,000
25
Stressed employees (~25%)
$162,500
Turnover risk (1 in 3 leave)
BSP costs $9.99/enrolled employee/month — a fraction of one resignation.

Based on: 25% financially stressed (PwC 2026), 1 in 3 leave due to stress (PwC), replacement cost 100% of salary (SHRM). Illustrative estimate only.

The problem

Financial stress isn't a wellness issue.
It's a business cost.

The data is unambiguous — and most benefits packages aren't designed to address what's actually causing it.

$183B
Annual employer cost
BrightPlan's 2024 Wellness Barometer Survey quantified what HR leaders have suspected for years: employee financial stress costs US employers an estimated $183 billion annually through lost productivity, absenteeism, and turnover.
59%
Actively stressed now
PwC's 2026 Employee Financial Wellness Survey found nearly six in ten employees report active financial stress today — not as a background concern, but as something affecting their work and decisions right now.
62%
Income vs. inflation gap
Bankrate's 2025 Jobs and Pay Report found that 62% of workers say their income hasn't kept pace with inflation — the highest share in four years. Traditional savings vehicles haven't closed this gap.
5x
Distraction multiplier
Financially stressed employees are almost five times as likely to be distracted at work. 56% spend three or more hours per week dealing with personal finances on company time (PwC, 2024).
1 in 3
Leave due to stress
PwC's research found that approximately one in three employees have left a job due to financial stress — with replacement costs of 50 to 200% of annual salary (SHRM). Financial stress is the most common driver of voluntary turnover.
30%
Already own crypto
30% of Canadian adults already own cryptocurrency. Your employees are already seeking alternative savings tools outside the benefits you've designed — because what's inside it doesn't match how they want to build wealth.
Impact areaWhat the research showsSource
DistractionFinancially stressed employees are nearly 5x more likely to be distracted at workPwC 2024
Time lost56% of stressed employees spend 3+ hours/week on personal finances during work hoursPwC 2024
Voluntary turnover~1 in 3 employees report leaving a job due to financial stressPwC 2026
Replacement cost50-200% of annual salary to replace one employee who leavesSHRM
Gen Z engagement83% of Gen Z with access to employer financial wellness tools actively used themPwC 2026
Offer acceptance16% of employees more likely to accept a job offer with crypto compensation availableOobit 2026
How it works

Simple for HR. Meaningful for employees.

From the employer's side, a Bitcoin Savings Plan looks like any other payroll deduction. From the employee's side, it's the first benefit that actually helps them build wealth.

01
Connect to your existing payroll
Block Rewards integrates with all major Canadian HRIS and payroll providers via standard file feed. Your payroll process doesn't change. Implementation completes in 1-2 business days from signing.
02
Employees enroll voluntarily
Block Rewards handles KYC verification, wallet setup, and guided onboarding through the Learning Lounge. Your HR team does nothing. Employees choose their contribution — from 1% to 100% of their paycheque.
03
Bitcoin arrives automatically every payday
The designated amount converts to Bitcoin and arrives in each employee's personal wallet on payday. Dollar-cost averaging automatically. No market timing, no decisions after enrolment.
04
You get a clean audit trail
Full admin dashboard with real-time reporting, participation data, and audit logs. Block Rewards handles source deduction calculations, T4 reporting, and all FINTRAC compliance obligations.
05
Employees adjust or pause any time
Contribution changes, pauses, and cancellations are handled through the employee dashboard. Bitcoin already delivered belongs entirely to the employee — no vesting, no clawback, no HR involvement.
What the employer does
  • Sign a Master Services Agreement
  • Approve the payroll integration
  • Optionally set an employer match rate
  • Announce the benefit to employees
  • That's it. Block Rewards handles everything else.
What Block Rewards handles
  • KYC identity verification for all employees
  • Wallet setup and custody infrastructure
  • Bitcoin purchasing on every payday
  • FINTRAC AML/KYC compliance and reporting
  • Source deduction calculations and T4 support
  • Employee education via the Learning Lounge
  • Ongoing support and admin dashboard
The Gen Z dimension

The workforce entering your company has a different relationship with money.

Gen Z didn't grow up with faith in the traditional financial system. They came of age watching central banks print money, savings accounts earn near-zero interest, and housing prices outpace wages. They found Bitcoin first. BSP gives them employer support for something they're already doing.

Gen Z and crypto — 2024-2026 data
Crypto ownership
Own or have owned cryptocurrency
51%
Own crypto vs. retirement account
42% own crypto — only 11% have a retirement account
42%
vs 11% RRSP
Plan to invest in crypto
Gen Z investors who plan to continue
65%
Interested in crypto pay
Would opt in if employer offered it
46%
Use financial wellness tools
Gen Z employees when access is provided
83%
They are sceptical of traditional financial institutions
Many Gen Z employees have watched central banks print money, savings accounts earn near-zero interest, and housing prices outpace wage growth. Bitcoin's fixed supply and decentralised structure speaks directly to this scepticism. Offering BSP signals that your company understands this perspective rather than dismissing it.
They are already financially active — just not through you
This is a generation that started investing younger than any before them. 65% of Gen Z investors plan to invest in crypto. They are not passive — they are actively building savings outside your benefits package because what's inside it doesn't match how they think about wealth. BSP closes that gap.
Liquidity matters more to them than tax deferral
Unlike RRSPs that lock savings away for decades, BSP is fully liquid. Employees' Bitcoin is theirs — they can withdraw it at any time. For a generation navigating rising housing costs and uncertain job markets, this flexibility is not a minor preference, it is a deciding factor.
They will use what you give them
PwC found that 83% of Gen Z employees with access to employer financial wellness tools actively used them. The barrier is not interest or engagement. It's access. Gen Z workers are more likely to use financial wellness benefits than any previous generation — they simply need employers to offer something worth using.
Common HR objections

The questions every HR leader asks.
Straight answers.

Most hesitation about BSP comes from assumptions that were accurate two or three years ago. Here's where things actually stand.

❓"Bitcoin is too volatile to be an employer benefit."
Bitcoin's price fluctuates — no responsible provider should downplay that. But a Bitcoin Savings Plan uses dollar-cost averaging, the same principle behind every RRSP contribution ever made. Employees allocate a fixed dollar amount each pay cycle. The provider purchases automatically, at whatever the current price is, every pay period. Over time, this smooths short-term volatility — employees buy more when prices are low and less when high. BSP should always be positioned as a supplemental savings option, never a replacement for stable income. Employees understand and accept the risk when they opt in. There is no downside to the employer if no one enrols, and no liability for investment outcomes.
❓"This sounds administratively complex."
From the employer's perspective, implementation requires one integration between Block Rewards and your existing payroll system. You keep paying in dollars. Block Rewards handles conversion, custody, compliance, KYC, and employee onboarding. There are no new systems to build, no crypto expertise required, and no changes to your existing benefits infrastructure. Block Rewards completes implementation in 1-2 business days from signing. It looks like any other payroll deduction in your HR system.
❓"My employees won't be interested."
Participation is voluntary, so there is no downside if initial uptake is low. But consider: 30% of Canadian adults already own cryptocurrency. 43% of all employees express interest in receiving part of their pay in crypto. Your employees are already doing this on their own. BSP gives them a structured, employer-supported, institutionally custodied way to do it — with better education, better security, and the credibility of a workplace benefit behind it.
❓"What are our compliance obligations as an employer?"
Under the Canadian Income Tax Act, Bitcoin compensation is treated as employment income. The fair market value at time of receipt is included in the employee's taxable income, and the employer is responsible for standard source deductions including CPP and EI. Block Rewards handles these calculations and T4 reporting automatically. Block Rewards is a FINTRAC-registered MSB — KYC, AML monitoring, and regulatory compliance are all handled by the provider. Your employer never touches Bitcoin, has no balance sheet exposure, and files nothing crypto-related.
❓"What happens to employees' Bitcoin if they leave?"
The Bitcoin belongs entirely to the employee from the moment it is purchased. It is delivered to their personal wallet — it is never held in an employer account or a plan account. When an employee leaves, their Bitcoin is already theirs. No vesting period, no clawback, no HR administration required. Their final contribution processes on their last pay date and that is the end of it.
❓"Does this compete with our group RRSP?"
No. Group RRSPs are tax-deferred, locked-in retirement savings vehicles. BSP is a non-tax-deferred, fully liquid, supplemental savings option. Research indicates that 60-70% of savers show a practical preference for liquidity over tax deferral. Many employees — particularly younger ones — may value BSP precisely because it does not lock their savings away for decades. The right framing is additive: BSP layers a modern savings option on top of an existing benefits stack. You are not replacing anything; you are adding choice.
Compliance

What Canadian law actually says.

Most HR hesitation about Bitcoin comes from regulatory uncertainty. That uncertainty is largely resolved. Here is where things stand as of 2026.

CRA Position
Under the Canadian Income Tax Act, cryptocurrency paid as employment compensation is employment income under s.5(1). The fair market value at time of receipt is included in taxable income for that year. Standard source deductions — CPP and EI — apply. CRA has articulated this clearly. It is not a grey area, and Block Rewards handles the calculations automatically.
FINTRAC Registration
FINTRAC requires cryptocurrency service providers in Canada to register as Money Services Businesses with full AML and KYC compliance. Block Rewards is a registered FINTRAC MSB. All identity verification, AML monitoring, and compliance reporting are handled by Block Rewards. Employers file nothing crypto-related and need no internal compliance infrastructure.
CARF Reporting Framework
Canada's Crypto-Asset Reporting Framework (CARF) took effect January 2026 with first filings due in 2027. A qualified provider operating within this framework handles all CARF obligations. Employers are not subject to CARF reporting — this falls entirely on the registered crypto service provider.
Employer Liability
The employer never holds Bitcoin and has no balance sheet exposure to digital assets. Employees own their Bitcoin outright — it is never an employer asset. There is no fiduciary obligation for investment outcomes, no CDIC or government insurance requirement, and no liability for price movements.
Provider evaluation checklist
FINTRAC MSB registration — verifiable on the public FINTRAC registry
KYC and KYB processes for employee and company verification
Payroll integration with your existing HR and payroll system
Source deduction handling and T4 reporting support
Custody partner identity and institutional security standard
Employee education and onboarding resources included
Self-custody withdrawal option for employees
No mandatory minimum term — cancel with written notice
No minimum employee participation required
Transparent pricing with no setup fees or long-term commitments
Employer outcomes at a glance
Recruitment lift16% more offer acceptances
Applicant pipeline+40% qualified applicants (case study)
Setup time1-2 business days
Minimum employeesNone — 1 enrolled is enough
Employer cost to offer$0 if no employees enrol
Pricing

Simple, transparent pricing.
No surprises.

No setup fees. No minimums. No long-term commitments. You pay only for employees who actually participate.

Per participating employee
$9.99 /mo
+ 2% of contributions processed
Billed monthly · Cancel any time with written notice · No charge for enrolled-but-paused employees
  • Admin dashboard and real-time reporting
  • Employee onboarding, KYC and wallet setup
  • Payroll integration (all major Canadian providers)
  • Source deduction calculations and T4 support
  • FINTRAC compliance and AML/KYC obligations
  • Learning Lounge for employee Bitcoin education
  • Institutional-grade custody infrastructure
  • Dedicated onboarding and ongoing support
Book a Free Demo →

No commitment. 30 minutes. We'll show you exactly what it looks like for your company.

Get started

Ready to offer a benefit your employees
will actually talk about?

Book a free 30-minute demo. We'll show you how the integration works, what employees experience during enrolment, and how fast you can go live.

Book a Free Demo Download the 2026 HR Guide

No minimum employees. No setup cost. No commitment. Live in 1-2 business days.