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As we look to the future, Greater Toronto’s Top Employers 2023 are leading the way in shaping the post-pandemic workplace.

While many initiatives are still being piloted, the winners of this year’s competition – selected by Mediacorp Canada Inc. – have been quick to respond to employee feedback about how, when and where they want to work. It turns out people like working from home, at least part of the time, even if the kids are occasionally underfoot. So for any organization competing in the GTA’s fierce talent market, flexibility is de rigueur, with full-time in office, hybrid and remote options on offer where possible to accommodate individual needs for work-life balance.

Typically, it’s not the same old office. Many employers used time over the pandemic to reimagine their physical space, redesigning for collaboration and upgrading communication technologies so employees can connect seamlessly with others from wherever they’ve chosen to work that day. For some progressive employers, such as Amex Canada, that includes allowing employees to work from outside the country for up to four weeks a year.

GTA’s top employers have also been busy adding perks to draw people back to in-person connectivity. CIBC’s new workplace strategy offers employees the flexibility to work where they’re most productive, but its new global headquarters in downtown Toronto entices with an onsite fitness facility as well as more than 500 bike parking spots.

While these top organizations set the standard for doing business in Canada with best practices, they also continue to push the boundaries. Many recently increased top-up payments for new parents as well as expanding who’s included. For example, HarperCollins Canada and Harlequin Enterprises took steps to ensure its top-up policy would be inclusive of all families, with beneficiaries of top-ups defined simply as primary caregivers and secondary caregivers.

Employee wellness is another priority for all, with several companies doubling their budget for mental health last year. League Inc. went even further by offering paid wellness days quarterly, as well as unlimited coverage for mental health services as part of its benefits plan.

When it comes to innovative and progressive ideas, these are the employers to follow.


Any employer with its head office or principal place of business in the Greater Toronto Area may apply for the Greater Toronto Area’s Top Employers by Mediacorp contest. Competition is tough as the region is home to over 40 per cent of Canada’s business headquarters, with many exceptional workplaces. Here’s how the winners are decided.

The editors of Canada’s Top 100 Employers evaluate each employer’s operations and human resources practices using the same eight criteria as the national competition of Canada’s Top 100 Employers. Those criteria are: physical workplace; work atmosphere and social; health, financial and family benefits; vacation and time off; employee communications; performance management; training and skills development; and community involvement. The criteria have remained the same since the competition’s inception.

Employers are compared to other organizations in their field to determine which ones offer the most progressive and forward-thinking programs. More detailed reasons for selection, explaining why each of the winners was chosen, are published on the competition’s website,

Greater Toronto Area’s Top Employers 2023

Accenture Inc., Toronto. Professional services; 5,682 employees. Increased its maternity and parental leave top-up policy from 85 per cent of salary to 100 per cent of salary.

Accor, Toronto. Hotels; 8,500 employees. Encourages ongoing employee development with tuition subsidies for courses taken at outside institutions.

ADP Canada Co., Toronto. Payroll services; 2,520 employees. Offers eight fully covered virtual mental health counselling sessions per year for employees and their families.

AIG Insurance Company of Canada, Toronto. Insurance; 417 employees. Helps employees plan securely with contributions to a defined contribution benefit pension plan as well as a savings plan with a 100-per-cent company match.

Alectra Inc., Mississauga. Electric power distribution; 1,503 employees. Supports employees who want to start a family, offering parents-to-be a subsidy for IVF if needed.

Amazon Canada, Toronto. Electronic shopping; 47,482 employees. Offers paid internships and formal mentoring programs for employees early in their careers.

AMD / Advanced Micro Devices, Inc., Markham. Computer technology manufacturing; 2,870 employees. Encourages employee innovation through its annual Innovation Showcase for employees to share ideas for new products, enhanced performance or optimization.

Amex Bank of Canada, Toronto. Credit card issuing; 1,733 employees. Offers a licensed onsite counsellor that employees can meet with confidentially at no cost, plus a separate benefit for mental health practitioners.

Arup Canada Inc., Toronto. Engineering; 407 employees. Offers profit-sharing for all employees as well as generous referral bonuses for employees who successfully refer a candidate from their personal network.

AstraZeneca Canada Inc., Mississauga. Pharmaceutical manufacturing; 1,063 employees. Helps employees manage unexpected challenges, offering compassionate leave top-up for those called upon to care for a loved one.

Aviva Canada Inc., Markham. Insurance; 4,423 employees. Provides tuition subsidies with no maximum as well as financial bonuses for designation completions.

BASF Canada Inc., Mississauga. Chemical manufacturing; 1,089 employees. Incorporates numerous green features – including a living wall, electric vehicle charging stations, enhanced recycling systems and external green spaces – at its new offices.

BDO Canada LLP, Toronto. Accounting; 4,478 employees. Conducted two firm-wide mental health surveys to gauge employee well-being and maintains an internal My Wellness resource centre.

Blake, Cassels & Graydon LLP, Toronto. Law firm; 1,340 employees. Added a flexible workplace wellness reimbursement policy that reimburses employees for a wide variety of wellness-related activities and programs.

Borden Ladner Gervais LLP, Toronto. Law firm; 1,490 employees. Celebrates exceptional performance through a variety of programs, including the Éminence Awards for exceptional client service, innovative ideas and mentorship.

Boston Consulting Group of Canada ULC, The, Toronto. Management consulting; 475 employees. Organized a mix of in-person and virtual events over the past year to cater to all employees’ needs.

CAAT Pension Plan, Toronto. Pension plan; 311 employees. Updated its wellness program during the pandemic to offer online yoga and a full subscription to the Calm app, plus a wellness spending account.

Campbell Co. of Canada, Mississauga. Food preparation and packaging; 160 employees. Invests in the education of current and future generations, offering academic scholarships to children of employees, as well as generous tuition subsidies for employees.

Canada Goose Inc., Toronto. Apparel manufacturing; 3,850 employees. Offers a variety of financial benefits, including matching RRSP contributions, referral bonuses and discounts on the company’s apparel.

Canadian Standards Association / CSA Group, Toronto. Testing, certification and related services; 728 employees. Deployed a comprehensive mental health training plan to ensure all employees can recognize and respond to mental health concerns.

Capco, Toronto. Business consulting; 390 employees. Offers ongoing events such as forest bathing, yoga in the park, and a mental health book club hosted by Capco’s mental health committee.

Centennial College, Scarborough. Colleges; 1,236 employees. Organizes wellness huddles to share information and resources on nutrition, ergonomics, work-life harmony, stress and psychological wellness.

Ceridian HCM Inc., North York. Human resources software and services; 2,144 employees. Provides up to ten paid sick days per year, as well as coverage for mental health practitioners as part of its benefits plan.

CGI Inc., Toronto. Information technology; 10,829 employees. Offers tuition subsidies at accredited educational institutions, a variety of in-house training programs and support for external learning.

CHEP Canada Corp., Mississauga. Logistics and shipping container services; 750 employees. Fast tracks high-potential recent grads with a two-year graduate development program with the goal of promotion to a people manager.

Children’s Aid Society of Toronto, Toronto. Child and youth services; 707 employees. Offers retirement planning assistance and contributions to a defined-benefit pension plan plus phased-in work options for employees nearing retirement.

Choice Properties, Toronto. Real estate investment trust; 293 employees. Donated over $400,000 and 1,200 hours of employee time to Canadian charities in support of mental health initiatives last year.

CIBC, Toronto. Banking; 40,048 employees. Opened its new global headquarters in downtown Toronto, designed around a new workplace strategy that includes a blend of onsite and offsite work.

CI Financial Corp., Toronto. Financial management services; 1,543 employees. Provided all employees with a $500 credit to purchase home office equipment and has continued to provide the same $500 credit for new hires.

Citi Canada, Mississauga. Banking; 2,297 employees. Encourages employees to become recruiters for the firm with generous new employee referral bonuses, up to $5,000 depending on the position.

College of Physicians and Surgeons of Ontario, The, Toronto. Professional organizations; 403 employees. Helped ensure employees stayed physically active over the past year with free virtual fitness classes throughout the week – yoga, pilates, Zumba and meditation.

Colliers International Canada, Toronto. Commercial real estate services; 2,529 employees. Recognizes employees with a variety of awards, from a quarterly recognition from the CEO to innovation and rising star awards.

Connected Lab Inc., Toronto. Software developer; 149 employees. Introduced policies to “work from anywhere” in Canada or anywhere in the world for up to 30 days.

Corus Entertainment Inc., Toronto. Media production and broadcasting; 3,076 employees. Offers in-house training options such as Corus University, QuickCoach, and Corus Café, a new platform for employees to learn about different teams and roles.

Credit Valley Conservation Authority / CVC, Mississauga. Environment, conservation and wildlife organizations; 235 employees. Offers a defined benefit pension plan and retirement planning assistance, plus phased-in work options to help those nearing retirement manage their transition.

CRH Canada Group Inc., Concord. Concrete manufacturing; 3,520 employees. Helps the next generation of talent gain career-level experience through summer employment and co-op placements in a variety of disciplines.

Diamond Schmitt Architects Inc., Toronto. Architecture; 268 employees. Is piloting a formal mentorship program, pairing senior team members with junior staff for professional development.

Distributel Communications Ltd., Toronto. Telecommunications; 514 employees. Helps employees prepare for the future with matching RSP contributions as well as phased-in work options to help those nearing retirement transition.

Dream Unlimited Corp., Toronto. Real estate development; 551 employees. Provides tuition subsidies, in-house and online training programs and subsidies for professional accreditations.

Durham College of Applied Arts and Technology, Oshawa. Colleges; 785 employees. Maintains a dedicated working group responsible for reviewing the college’s diversity strategy as well as exploring best practices.

Dynacare Inc., Toronto. Medical laboratories; 2,378 employees. Offers paid personal days to help employees balance family commitments, up to 10 paid days per year.

Dyson Canada Ltd., Toronto. Appliance manufacturing; 226 employees. Offers a phased-in return to work to employees who are new parents to help as they transition to parenthood.

Ecclesiastical Insurance Office PLC, Toronto. Insurance; 82 employees. Encourages employees to expand their horizons with a personal development subsidy for learning and personal interest that is unrelated to work.

Edgewood Health Network Inc., Toronto. Individual and family health services; 352 employees. Provides 10 paid sick days per year, coverage for mental health services as part of its benefits plan and access to the Elevate mental health program.

EF Educational Tours, Toronto. Educational tour service; 98 employees. Rolled out its flexible work program in the past year, allowing employees to work remotely two days per week with company-provided laptops and monitors.

EY, Toronto. Accounting; 7,318 employees. Offers an extensive range of family-friendly policies, including a child care subsidy that covers 100 hours of subsidized in-home or centre-based backup care.

Fidelity Canada, Toronto. Portfolio management; 1,407 employees. Manages a unique “Voice of the Employee” innovation program to encourage employee feedback and awards up to $2,000 for suggestions implemented by the company.

Ford Motor Company of Canada, Ltd., Oakville. Automobile manufacturing; 6,570 employees. Offers generous discounts on employee purchases (including eligible family members) for up to four new Ford vehicles annually.

FreshBooks, Toronto. Software publishers; 505 employees. Implemented no-meeting Fridays as well as half-day Fridays, and has always offered a range of alternative work options.

Fundserv Inc., Toronto. Financial transaction processing; 112 employees. Implemented three corporate-wide mental health days off and doubled its coverage for mental health services.

General Mills Canada Corp., Mississauga. Food manufacturing; 618 employees. Offers a paid day off to volunteer and matches the generosity of its employees to a maximum of US$1,000 per year.

George Brown College, Toronto. Colleges; 1,419 employees. Maintains a 12-month sabbatical leave program for longstanding employees, paying up to 80 per cent of salary while they rest, recharge, and pursue personal interests.

GlaxoSmithKline Inc. / GSK, Mississauga. Pharmaceutical manufacturing; 1,573 employees. Introduced the formal Performance with Choice program to help manage the return to work for individual employees.

Halton, Regional Municipality of, Oakville. Municipal government; 2,238 employees. Supports ongoing training and development through a number of initiatives, including leadership development programs, in-house apprenticeships for skilled trades and paid internships to recent graduates.

HarperCollins Canada Ltd. and Harlequin Enterprises ULC, Toronto. Book publishers; 314 employees. Features a health spending account in its benefits plan, allowing employees choice and flexibility in determining coverage, plus a separate allotment for mental health practitioners.

Hatch Ltd., Mississauga. Engineering; 3,653 employees. Launched a Manifesto Driven Workplace Guideline to help employees find better work-life balance and develop individual plans to suit their needs.

Healthcare Insurance Reciprocal of Canada / HIROC, Toronto. Insurance; 117 employees. Provides parental leave top-up payments for employees who are new mothers or fathers, including adoptive parents.

Healthcare of Ontario Pension Plan / HOOPP, Toronto. Pension plan; 835 employees. Offers an in-house wellness program called Thrive that delivers regular virtual wellness challenges to help employees achieve their health and wellness goals.

Hershey Canada Inc., Mississauga. Food manufacturing; 851 employees. Manages the SMILE peer recognition program, enabling employees to award redeemable points to colleagues who demonstrate one of the company’s five global behaviours.

Holland Bloorview Kids Rehabilitation Hospital, Toronto. Hospitals; 527 employees. Manages a unique Advantage points program to encourage employees to engage in healthy activities, providing redeemable points which can be exchanged for paid time off.

Home Depot Canada, Toronto. Retail; 36,497 employees. Offers a share purchase plan available to all full-time employees, profit-sharing, referral bonuses and employer RSP contributions.

Hospital for Sick Children, The, Toronto. Hospitals; 6,129 employees. Provides an-the-spot platform that enables employees to recognize their peers, leaders or staff for demonstrating the organization’s values.

HP Canada Co., Mississauga. Computer technology and services; 683 employees. Created the HP Employee Relief Fund to help employees who need financial assistance as a result of a disaster or personal hardship.

Humber River Hospital, Toronto. Hospitals; 2,553 employees. Honours longstanding employees through dedicated long-service awards and recognizes employees for going above and beyond the call of duty with Humber Hero awards.

Hyundai Auto Canada Corp., Markham. Automobile wholesale; 236 employees. Offers compassionate leave top-up of 75 per cent of salary for up to 15 weeks when employees are called upon to care for a loved one.

IAMGOLD Corp., Toronto. Gold ore mining; 740 employees. Extended its parental leave policy to fathers and adoptive parents, offering top up of 90 per cent of salary for up to eight weeks.

Independent Electricity System Operator / IESO, Toronto. Electric power distribution; 919 employees. Provides a defined benefit pension plan and health benefits that extend to retirees, with up to 100-per-cent premium coverage and no age limit.

Interac Corp., Toronto. Financial services; 485 employees. Maintains a peer-to-peer recognition platform, enabling colleagues to recognize others for going above and beyond and encourages managers to submit award nominations for exceptional work.

Intuit Canada ULC, Toronto. Software publishers; 646 employees. Encourages employee involvement with up to five paid days off per year to volunteer for charitable organizations.

Kellogg Canada Inc., Mississauga. Breakfast cereal manufacturing; 345 employees. Encourages employees to help select charitable initiatives for support as well as encouraging employees to volunteer their time with matching financial donations.

Kinross Gold Corp., Toronto. Gold mining; 251 employees. Offers a range of financial incentives, including signing bonuses for some, year-end bonuses for all, and a share purchase plan for all.

Klick Health, Toronto. Digital marketing; 1,042 employees. Provides maternity leave top-up for new mothers and recently introduced parental top-up for fathers and adoptive parents.

KOHO Financial, Toronto. Commercial banking; 221 employees. Operates as a fully remote organization and provides $1,000 for remote office setup and a $600 internet or cell phone subsidy.

KPMG LLP, Toronto. Accounting; 9,926 employees. Facilitates transparent two-way communication, hosting open Q&As at every firm-wide town hall and taking quarterly pulse surveys.

Kruger Products L.P., Mississauga. Paper products; 2,280 employees. Provides maternity and parental leave top-up payments as well as giving employees the option to extend their leave to an unpaid leave of absence.

Labatt Brewing Company Ltd., Toronto. Breweries; 3,681 employees. Encourages employees to get involved with community and charitable initiatives with two paid volunteer days off each year and a generous matching donations program.

League Inc., Toronto. Computer software developer; 281 employees. Implemented paid wellness days, an unlimited paid time off policy and unlimited coverage for mental health services as part of its benefits plan.

Liquor Control Board of Ontario / LCBO, Toronto. Liquor distribution; 4,043 employees. Created a multi-year mental health strategy and maintains a wellness hub to share resources on items such as nutrition, financial health, physical activity and mental health.

Loblaw Companies Ltd., Brampton. Supermarkets and grocery stores; 31,708 employees. Offers a wide range of discounted products and services through the colleague discount program as well as through the online WorkPerks program.

Loopio Inc., Toronto. Software developer; 203 employees. Is a remote-first workplace and provides employees with a one-time home office allowance as well as a monthly mobile allowance and internet/incidental allowance.

Manulife, Toronto. Insurance; 11,925 employees. Supports hybrid and work-at-home options, including providing wellness consultant services for workstation set-up assistance and home office set ups.

Mars Canada, Bolton. Food manufacturing; 1,530 employees. Offers coaching for parents returning to work after maternity and parental leave as well as coaching for managers to help them better support employees upon their return.

Mattamy Homes Ltd., Toronto. Real estate development; 1,474 employees. Paid out nearly $4-million in special “COVID bonuses” as a thank you to employees for their hard work during a challenging year.

Mazda Canada Inc., Richmond Hill. Automobile wholesale; 165 employees. Offers paid time off during the summer, dedicated paid time off during the winter holidays and paid personal days – in addition to annual vacation entitlements.

McCarthy Tétrault LLP, Toronto. Law firm; 1,576 employees. Taps into employees’ feedback and ideas through the idea+eXchange program, successfully implementing more than 110 ideas from employees since the program’s inception.

McMillan LLP, Toronto. Law firm; 680 employees. Is committed to equity, diversity and inclusion (EDI), and maintains an EDI council and advisory group to help identify priorities for the firm.

Media.Monks, Toronto. Advertising; 280 employees. Provides subsidies for tuition and professional accreditation and helps employees in their careers with mentoring and leadership development programs.

Medtronic Canada ULC, Brampton. Electromedical apparatus manufacturing; 701 employees. Offers a number of flexible work arrangements and has introduced a formal hybrid work policy designed around three workplace categories.

Mercer (Canada) Ltd., Toronto. Human resources and business consulting; 940 employees. Prioritizes employee well-being through a monthly benefits newsletter, health and wellness experts during monthly town halls and a wellness spending account.

Metrolinx, Toronto. Public transit; 4,622 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan and retirement planning assistance.

Michael Garron Hospital | Toronto East Hospital Network, East York. Hospitals; 1,511 employees. Manages a Staff in Need Fund to support employees and their families who have endured a recent crisis resulting in personal financial hardship.

Mondelēz International, Etobicoke. Food manufacturing; 2,210 employees. Increased maternity leave top-up payments for new mothers and parental top-up for fathers and adoptive parents, as well as doubling its adoption subsidy.

Multiplex Construction Canada Ltd., Toronto. Commercial construction; 173 employees. Makes access to mental health services more accessible, offering coverage of up to $3,000 per year for mental health practitioners.

Municipal Property Assessment Corp., Pickering. Real estate appraisal; 1,811 employees. Offers regular wellness programming to encourage employees to prioritize their physical and mental health, including guest speakers, online resources and meditation sessions.

Nelson Education Ltd., Toronto. Publishers; 23 employees. Offers paid time off during the summer and winter holidays, in addition to a starting vacation allowance of three weeks.

Olympus Canada Inc., Richmond Hill. Medical, industrial and imaging equipment; 268 employees. Supports numerous local, national and international organizations each year and encourages employees to get involved by offering two paid volunteer days and matching employee donations.

OMERS Administration Corp., Toronto. Pension funds; 2,498 employees. Employs a Chief Medical Officer to drive its focus on health and wellness, and provides a wellness spending account and mental health coverage as part of its benefits.

Ontario Dental Association, The, Toronto. Professional organizations; 58 employees. Offers compassionate leave top-up for those called upon to care for a loved one, to 80 per cent of salary for up to eight weeks.

Ontario Energy Board, The/ OEB, Toronto. Provincial energy regulation; 201 employees. Appointed a mental health executive champion, responsible for supporting positive and open discussions around mental health and well-being.

Ontario Medical Association / OMA, Toronto. Professional organizations; 307 employees. Organizes activities for mental health awareness week and offers a generous mental health practitioner benefit of up to $3,000.

Ontario Power Generation Inc., Toronto. Electricity power generation; 10,657 employees. Offers generous contributions to a defined benefit pension plan and health benefits that extend to retirees, with no age limit and 100-per-cent premium coverage.

Ontario Shores Centre for Mental Health Sciences, Whitby. Hospitals; 951 employees. Provides tuition subsidies for courses taken at outside institutions and a variety of in-house and online training programs.

Ornge, Mississauga. Air ambulance services; 629 employees. Helps employees plan for the future with retirement planning assistance services and save for the future through a defined benefit pension plan.

Penguin Random House Canada Ltd., Toronto. Book publishers; 270 employees. Offers three weeks of starting vacation allowance, moving to four weeks after their first year on the job.

PepsiCo Canada, Mississauga. Soft drink and food manufacturing; 10,954 employees. Introduced a formal hybrid work program, called Work that Works, to provide a formal framework to help guide its return-to-work program.

Philips Canada, Mississauga. Healthcare, lighting and consumer products; 591 employees. Offers numerous time-off programs that allow employees to rest and recharge, as well as pursue personal goals. Inc., Toronto. Customer loyalty program software; 274 employees. Offers a unique “Summer Fun” program where the company cover the costs of an activity for ten or more employees – such as the CN Tower Edgewalk.

Procter & Gamble Inc., Toronto. Consumer product manufacturing; 1,618 employees. Established a new hybrid work model, called Workways, that helps employees design a hybrid work schedule to fit their roles.

Questrade Inc., Toronto. Financial investment services; 1,146 employees. Gives employees as much flexibility as possible, with no mandates as to the number of days employees spend in office.

RioCan Real Estate Investment Trust, Toronto. Real estate investments; 592 employees. Created a health and wellness committee in response to employee needs and enhanced its benefits over the past year.

Rothmans, Benson & Hedges, Inc., Toronto. Tobacco and cigarette manufacturing; 728 employees. Encourages employees to volunteer in their local community with four paid days off each year and manages a dedicated giving back program.

Royal Bank of Canada, Toronto. Banking; 60,966 employees. Extended its annual national Employee Giving Campaign worldwide with over 80 per cent of employees contributing to over 9,500 charities in 28 countries.

RSM Canada LLP, Toronto. Accounting; 819 employees. Prioritizes mental health and well-being by offering mental health coverage as part of its benefits plan and access to a personalized platform.

R.V. Anderson Associates Ltd., Toronto. Engineering; 381 employees. Helps employees adopt health habits through regular wellness events and campaigns organized by an employee-led wellness committee.

Samsung Electronics Canada Inc., Mississauga. Communications equipment manufacturing; 625 employees. Starts its new employees with 4.2 weeks of paid vacation, moving to a maximum of six weeks of paid vacation over their career.

Sanofi Canada, Toronto. Pharmaceutical manufacturing; 1,933 employees. Updated its work from home policies, including a range of flexible working arrangements and a one-time allowance to purchase needed furniture and office supplies.

Schneider Electric Canada Inc., Mississauga. Industrial automation and controls; 1,951 employees. Introduced a Recharge Break Program that lets employees purchase up to 12 weeks of extra paid leave time with costs shared by the company.

Scotiabank, Toronto. Banking; 36,790 employees. Expanded its mental health coverage from $3,000 to $10,000 in the past year as a result of employee feedback.

Seneca College, Toronto. Colleges; 1,567 employees. Offers a variety of opportunities for employees to pursue ongoing education and development, including paid professional development leave.

Sinai Health, Toronto. Hospitals; 3,717 employees. Enhanced diversity and wellness programming internally and launched a one-year self-care spending account of $1,000.

Slalom ULC, Toronto. Consulting; 835 employees. Offers access to the Care@Work program to help employees manage family care needs, such child care, senior care, pet care and special needs care.

Sobeys Inc., Mississauga. Supermarkets and grocery stores; 27,378 employees. Encourages employees to provide feedback on which charities to support, as well as being encouraged to give through matching employer donations.

Spin Master Ltd., Toronto. Children’s toys and entertainment; 765 employees. Offers a generous starting vacation of four weeks and additional paid time off during the winter holidays.

Stanley Black and Decker Canada Corp., Mississauga. Tool and hardware manufacturing; 1,391 employees. Promotes wellness and healthy work-life balance through a number of initiatives, including an annual Get Fit challenge and a program on healthy eating habits.

Tarion Warranty Corp., Toronto. Insurance; 335 employees. Encourages employees to plan ahead with retirement planning assistance and a defined contribution pension plan and extends its health benefits to retirees.

TD Bank Group, Toronto. Banking; 59,100 employees. Supports ongoing employee career development through the online self-directed TD Thrive career development platform, paid education days and generous tuition subsidies.

Techtronic Industries Canada Inc., Markham. Power equipment and tools; 654 employees. Celebrates employee successes and achievements through a variety of initiatives, including an annual President’s Award and the Einstein Idea awards.

Teranet Inc., Toronto. Land registration and information systems; 927 employees. Hosts an annual awards ceremony to honour and celebrate achievements, including the innovation award and annual core values and leadership award.

Thales Canada Inc., Toronto. Aerospace systems; 2,070 employees. Encourages employees to adopt an ownership mentality through a share purchase plan, available to all employees.

Thomson Reuters Canada Ltd., Toronto. Publishers; 1,317 employees. Introduced its new Flex My Way initiative, building on existing flexible work arrangements and featuring new programs such as the Work from Anywhere policy.

TMX Group Ltd., Toronto. Stock exchange; 1,347 employees. Implemented its Future of Work program offering employees three work style choices – fully remote, hybrid, or primarily in office.

Toronto, City of, Toronto. Municipal Government; 22,062 employees. Reaches out to the next generation through paid internships, co-op programs and summer student roles.

Toronto Community Housing Corp., Toronto. Housing programs; 2,494 employees. Encourages staff to be healthy and active through internal wellness programming, a wellness blog, an on-demand library of virtual fitness classes and corporate wide challenges.

Toronto Zoo, Toronto. Zoos and botanical gardens; 273 employees. Increased coverage for mental health services and employs an in-house mental health first aid trainer who can offer certification to staff at no cost. Co., Toronto. Internet domain name registrar; 568 employees. Adopted a remote-first work model, allowing teams to work however and wherever works best for them.

TVO Media Education Group, Toronto. Educational media; 412 employees. Revamped its diversity, equity and inclusion committee, focusing on building allyship and supporting equity-seeking groups, and conducted employee focus groups to identify gaps.

Uken Inc., Toronto. Game developer; 89 employees. Offers 10 company paid Wellness Days to help ensure employees disconnect from work, and recently increased starting vacation allowance to four weeks.

Unilever Canada Inc., Toronto. Consumer product manufacturing and distribution; 885 employees. Provides generous coverage of up to $15,000 for IVF fertility treatments and up to $10,000 in subsidies to help parents with the cost of adoption.

United Way of Greater Toronto, Toronto. Charitable organizations; 185 employees. Offers phased-in return-to-work options for new parents as well as supporting a partnership with Kids and Company for emergency daycare services.

Unity Health Toronto, Toronto. Hospitals; 5,974 employees. Invests in ongoing learning and development for its employees, with an annual training budget of $1.4-million across the organization.

University of Toronto, Toronto. Universities; 11,502 employees. Manages a number of structured mentorship programs to promote a culture of learning and development among staff and faculty.

VISA Canada Corp., Toronto. Payments technology; 199 employees. Promotes a healthy work-life balance through a Wellbeing Hours program, giving employees Friday afternoons off during the summer.

Walmart Canada Corp., Mississauga. Retail; 44,437 employees. Encourages associates at all levels to contribute their innovative ideas for improving the organization’s operations through its Pitch It! platform.

World Vision Canada, Mississauga. Charitable organizations; 378 employees. Launched new formal WorkAway Guidelines for remote and hybrid work arrangements, as well as adapting the physical office space for onsite work.

Xerox Canada Ltd., Toronto. Computer technology and services; 1,752 employees. Features an extended assistance plan offering 24/7 access to health services as part of its health plan, as well as a dedicated mental health practitioners benefit.

Yamaha Motor Canada Ltd., Toronto. Motorized vehicle and equipment wholesale; 206 employees. Gives employees the flexibility to work from both home and office through a new hybrid work model.

YMCA of Greater Toronto, Toronto. Individual and family services; 3,152 employees. Launched CMHA’s Not Myself Today portal, which supports employee mental health by providing access to educational modules, activities and resources.

York Regional Police, Aurora. Police service; 2,404 employees. Opened a 6,600-square-foot Wellness Hub facility to offer education and support related to physical, psychological, social and spiritual health.

YWCA Toronto, Toronto. Individual and family services; 256 employees. Supports employees who are new mothers with maternity and parental leave top-up payments, as well as parental top-up for new fathers and adoptive parents.

Zurich Canada, Toronto. Insurance; 518 employees. Lets employees select a level of health benefits coverage that suits their needs through a flexible health plan.

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