The Structured Way to Build Financial Literacy

Before

Your HR team emails about RRSP matching. Employees skim the email and do nothing. Participation stalls at 50%. Meanwhile, thousands of dollars in free employer contributions sit unclaimed — money that was already budgeted, already earmarked for your people, and is quietly returned to the company at year-end.

After

73% of attendees take at least one concrete savings action within 30 days. Accounts get opened. Automatic transfers get set up. Free employer money stops going unclaimed. At Apotex, one series of four workshops recaptured $320,000 in employer matching that had previously gone unused.

How it works: A certified facilitator (CFP®, CPA, or CFEI credentialed) arrives with a pre-calibrated session built from your benefits package and employee demographics. We don't deliver generic slides. Every example uses your actual RRSP matching formula, your vesting schedule, and your contribution deadlines. Participants leave with a completed action plan — not a stack of brochures.

Includes: pre-session surveys to identify knowledge gaps and savings barriers, facilitator-led instruction with live Q&A, post-session action plan templates with specific dollar amounts and dates, participation tracking and aggregate feedback reporting for your HR team.

Deliverables: account comparison guides (TFSA vs. RRSP vs. FHSA), interest rate schedules for major Canadian savings vehicles, printable "My Savings Setup" worksheet.

Format: On-site at your workplace or virtual via Zoom/Teams. Sessions are 60–90 minutes. Can be scheduled during lunch, after shift, or as part of an onboarding sequence. We bring all materials — you provide the room and the people.

Best for: employers with 12+ staff, HR teams managing under-utilized benefits, organizations running open enrollment or benefits renewal periods.

Before

A single Financial Wellness Day. Employees attend, nod, forget. Nothing changes. Your leadership asks for an ROI on wellness spending and gets anecdotal feedback: "employees said they liked it." That's not a number anyone can act on.

After

A structured 4–8 week program with baseline measurement, progressive skill-building, and a comprehensive impact report with real numbers your leadership can act on. Week one establishes where employees are. Weeks two through six build knowledge and habits. Weeks seven and eight measure what changed — and produce the data your CFO needs to see.

How it works: We start with a benefits audit — reviewing your RRSP/DPSP/pension plan documents, matching formulas, and participation data. We identify the gaps: which savings vehicles are under-utilized, where employees are leaving money on the table, and what behavioural barriers are preventing action. Then we build a sequenced curriculum that addresses each barrier in order, from easiest to hardest.

Includes: benefits audit and savings vehicle analysis, curriculum sequencing tailored to your workforce, RRSP/DPSP/pension participation analysis, weekly facilitated sessions with progressive skill-building, aggregate outcome reporting with before-and-after metrics.

Deliverables: loan amortization tables for debt-vs-savings priority analysis, savings program impact assessments, executive summary for leadership, individual action plan templates for every participant.

Program structure: Each week's session builds on the previous one. Week one: "Where does your money actually go?" Week two: "The accounts you have and the ones you're missing." Week three: "Automation — removing willpower from the equation." Week four: "Your emergency fund number." Weeks five through eight (for extended programs): debt sequencing, tax-advantaged account optimization, and long-term savings modelling. Every session ends with a specific action item — not homework, but a real financial step completed before the next meeting.

Best for: mid-market organizations (100–1,000 employees), HR directors justifying wellness spend, companies experiencing high financial stress in employee surveys or exit interviews.

Read more about our industry-specific program adaptations or see detailed case studies from past corporate clients.

Before

Vague guilt about not saving enough. A general awareness that you should "do something" but no idea where to start. Maybe you've read articles about saving six months of expenses, but that number feels impossible when you're covering rent, groceries, and a car payment on $55,000 a year.

After

A concrete plan. $200 per month into a TFSA on the 1st and 15th. Emergency fund target: $4,200 — calculated from your actual fixed monthly expenses, not the generic $10,000 every blog post recommends. Automatic transfers scheduled before you leave the session. A follow-up check-in date on the calendar.

How it works: You sit down (in person at our Steeles Ave location or virtually) with a certified financial educator. They walk through your take-home pay, fixed expenses, variable spending, and existing debts. Together, you calculate your actual savings capacity — the real number, not the aspirational one. Then you choose the right account type (TFSA, RRSP, or FHSA) using our decision framework, set specific dollar amounts, and schedule automatic transfers on the spot.

Includes: cash flow assessment using your real income and expenses, savings capacity analysis identifying where money can be redirected, account type recommendations (TFSA vs. RRSP vs. FHSA decision framework based on income, tax bracket, and goals), automatic transfer setup guidance, and a written savings plan you take home.

What this is: Educational coaching focused on savings mechanics and behaviour change. We teach you how accounts work, help you calculate your numbers, and build the system. We do not recommend specific financial products or institutions — that independence is what makes the guidance trustworthy.

Session format: 45 minutes, one-on-one. Available in person or via video call. Individual sessions are $150 each, or employers can bundle coaching as an add-on to any workshop or corporate program.

Before

Your remote workforce disengages from benefits. Exit interviews mention financial stress. Nobody uses your learning platform. The one-day wellness webinar you tried last year got a 30% attendance rate — and changed nothing measurable.

After

70% module completion rate. 58% of participants report establishing or increasing automatic savings transfers within three months. At BuildDirect, 289 of 410 employees completed three or more modules — and leadership cited the program as a retention tool in their Q3 all-hands meeting.

How it works: Five self-paced modules, each 20–30 minutes. Short video lessons led by our facilitators, interactive exercises that use the learner's real numbers, and downloadable worksheets they keep. Learners can complete modules on their own schedule — during a lunch break, after the kids are in bed, or between shifts. Employer licensing includes a dashboard showing aggregate completion data and anonymized outcome metrics.

Modules include:

• "The Savings Automation Blueprint" — How to set up automatic transfers that remove willpower from saving
• "Your Emergency Fund Number" — Calculate a target based on your actual expenses, not a generic rule of thumb
• "Savings vs. Debt: The Priority Matrix" — When to pay down debt first and when to save simultaneously
• "TFSA, RRSP, FHSA: The Decision Tree" — Choose the right registered account for your income level and goals
• "Building the Habit" — Behavioural techniques for making savings automatic and permanent

Best for: remote and distributed teams, organizations with shift workers who can't attend live sessions, individual learners who want structured guidance on their own time. Also works as a complement to live workshops — many employers use the courses for onboarding new hires between scheduled workshop dates.

Pricing: $45 per learner for individual enrollment. Employers licensing courses in bulk receive volume pricing — reach out for a quote tailored to your headcount.

Before

A newcomer keeps savings in cash hidden in their apartment because nobody explained how Canadian banking works. A senior on a fixed income doesn't know a high-interest savings account exists. A young adult earning their first paycheque has never seen a budget template. The information is out there — but it's written for people who already understand the system.

After

1,140 participants across 36 workshops in eight months. 67% increase in self-reported savings confidence. Materials delivered in English, French, Simplified Chinese, and Tamil. Participants leave with a completed savings plan — even if the starting amount is $25 per month.

How it works: We partner with libraries, settlement agencies, community centres, and non-profit organizations to deliver workshops at no cost or subsidized rates. Our community outreach coordinator, Sofia Restrepo, manages scheduling and ensures materials are culturally appropriate and available in the languages the audience needs. Sessions are 90 minutes, with time for individual questions afterward.

Three workshop tracks:

• "New to Canada, New to Saving" — How Canadian banking works, how to open an account, what a TFSA is, and how to start saving from your first paycheque. Covers banking trust, fee structures, and the basics of building credit.
• "Saving on a Fixed Income" — For seniors and others on predictable but limited income. Finding savings capacity in a tight budget, GIC laddering basics, and avoiding predatory financial products.
• "Your First Paycheque Plan" — For young adults entering the workforce. Understanding deductions, setting up a savings account, automating transfers, and building an emergency fund from zero.

Why we do this: Anara founded the Tangerine Learning Center after watching a newcomer keep her savings in cash for three years because nobody explained how Canadian banking worked. Community workshops are how we keep that founding mission alive. Revenue from corporate programs funds the community work — the two sides of the business support each other.

For community organizations: Registered non-profits receive a 25% discount on all programs. Libraries and settlement agencies may qualify for fully subsidized workshops through our community partnership stream. See our pricing page for details.

Before

Your tellers read feature sheets at customers. Members open accounts but never fund them. "Advisor helpfulness" scores plateau because staff know the product specs but can't explain why any of it matters to the person sitting across the desk. The gap isn't knowledge — it's communication.

After

Staff have real conversations. "Advisor helpfulness" scores rise from 3.4 to 4.1. Funded TFSA accounts increase 23%. Members start asking follow-up questions — a sign they're actually engaged, not just nodding through a pitch. At Meridian Credit Union, the program was so effective it was renewed and expanded from eight GTA branches to the entire Niagara Region.

How it works: A full-day intensive (or two half-days) for up to 30 frontline staff. We teach three skill sets: adult learning principles (how people actually absorb information), plain-language communication (how to explain a TFSA without using the words "tax-free savings account" until the concept lands), and behavioural economics frameworks (loss aversion, mental accounting, status quo bias) that help staff understand why customers don't act — even when the math is obvious.

Includes: role-play exercises simulating common customer scenarios (the newcomer who doesn't trust banks, the young professional who "doesn't have enough to save," the retiree confused by RRIF minimums), behavioural economics training with practical applications, a plain-language scripts toolkit your staff can reference at the counter, and a facilitator observation guide for managers to use in ongoing coaching.

Why financial institutions hire us: We don't sell competing products. We don't steer customers toward specific accounts. Our only agenda is comprehension — which makes us safe to bring inside your branches. Banks and credit unions trust us precisely because there's no competing interest in the room. Learn more about our financial services industry work.

Best for: banks, credit unions, fintech companies, and any organization whose frontline staff need to explain savings vehicles to the public. Ideal for new hire onboarding, annual skill refreshers, or as part of a branch performance improvement initiative.