Breaking Up Without Breaking Down: Reimagining Employee Benefits to Support Divorce

Divorce often brings emotional, financial, and logistical challenges that affect an individual’s well-being and performance at work.

When companies shake up their benefits to include support for employees going through a divorce, it shows they truly care about their team’s well-being, inside and outside of work

A robust benefits package that addresses the complexities of divorce can help employees regain balance and continue to thrive professionally.

Companies can significantly reduce the stress associated with divorce while fostering loyalty, reduce absenteeism, and maintain overall employee well-being during a difficult time.

Use What You Got To Get Them What They Need

Here’s a few clever ways to shake up your existing benefits to really have employees’ backs during a divorce.

1. Employee Assistance Programs (EAPs)

  • Traditional Use: EAPs typically offer general mental health support or counseling for work-life balance.
  • Reimagined for Divorce: EAPs can be expanded to include divorce-specific counseling, providing access to professionals who specialize in family law, mediation, or emotional support during divorce. Include virtual legal consultations and connect employees with divorce specialists through the EAP.

2. Financial Wellness Programs

  • Traditional Use: These programs focus on budgeting, retirement savings, and general financial literacy.
  • Reimagined for Divorce: Create divorce-specific financial counseling, helping employees with asset division, setting up new budgets, managing alimony or child support payments, and rebuilding their credit post-divorce. Offer financial planning workshops focused on transitioning to a single income or refinancing a mortgage.

3. Legal Assistance

  • Traditional Use: Some companies provide general legal assistance for wills, contracts, or personal legal matters.
  • Reimagined for Divorce: Expand legal benefits to include divorce consultation and mediation services, offering employees a certain number of free or discounted attorney hours specifically for divorce-related matters. This could include document preparation, child custody agreements, and spousal support negotiations.

4. Paid Time Off (PTO) & Flex Time

  • Traditional Use: PTO is generally used for vacation, personal time, or illness.
  • Reimagined for Divorce: Offer divorce-specific PTO, giving employees extra time off to attend court dates, meet with lawyers, or handle other personal matters related to their divorce without tapping into regular vacation time. Additionally, flexible work schedules or remote work options could be made available during this transition period to help reduce stress.

5. Mental Health Benefits

  • Traditional Use: Mental health support often includes therapy sessions, counseling, and mindfulness programs.
  • Reimagined for Divorce: Expand mental health benefits to include therapy specifically tailored to divorce recovery. Offer divorce support groups for employees to share their experiences and challenges, creating a supportive workplace environment where they don’t feel alone in the process.

6. Childcare Benefits

  • Traditional Use: Subsidized daycare or emergency childcare support is often available to working parents.
  • Reimagined for Divorce: Provide extra childcare assistance for parents transitioning to single-parent households. Offer subsidies for after-school programs or emergency childcare during the divorce process, especially for those juggling custody arrangements or moving homes.

7. Wellness and Stress Relief Programs

  • Traditional Use: Companies often provide fitness or wellness programs to promote physical and mental health.
  • Reimagined for Divorce: Expand wellness offerings to include stress-reduction programs like yoga, meditation, and mindfulness specifically designed for employees dealing with the emotional strain of divorce. Consider adding a divorce concierge service to help with logistical tasks like finding new housing, coordinating moves, or filing divorce paperwork.

8. Parental Leave

  • Traditional Use: Maternity and paternity leave are designed for new parents.
  • Reimagined for Divorce: Introduce a parental support leave option, giving parents time off to adjust to new custody arrangements or handle child-related issues during and after the divorce process, without cutting into traditional parental leave.

9. Mortgage Assistance Programs

  • Traditional Use: Home-buying assistance for first-time buyers or general mortgage refinancing support.
  • Reimagined for Divorce: Develop a divorce-specific mortgage assistance program. Help employees refinance their mortgage, transfer it into their name alone, or secure new housing. Offer guidance on credit repair for those affected by divorce and provide down payment assistance for employees looking to buy a new home on a single income.

These reimagined benefits empower employees to navigate their divorce with greater ease, reduce financial strain, and provide emotional and logistical support during this challenging time.

Take the first step in creating a more compassionate and supportive workplace today!

SAY LESS. I"M IN !

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At Watafalls, we are enhancing the employee benefits landscape by expanding on ways to support employers and employees across Canada.

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use funds towards reducing:

Realtor Commission

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Home Inspection / Appraisal

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5 Year Variable
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The Mortgage Assistance Plan (MAP) is an Opt-in program designed to assist concerned employers looking for ways to support homebuying or homeowning employees with the high cost of borrowing. 

A dedicated specialist has been contracted to provide assistance with the mortgage financing process.  Staff will benefit from closing cost credits,reduced rates various service discounts along with mortgage education and training.

All employees of the company are entitled to the Infinity Program. Benefits include:

  • Cash Rebate
  • Reduced Interest Rate
  • Discounted services
    • Legals
    • Appraisals
    • House Inspections

Your employer may also chose to subsidize your mortgage costs they will reduce your cost of borrowing further by:
1. Buying down your lalready low interest rate; or
2. Gifting a portion of your down payment or
3. Providing additional monthly pre-payment installations to pay your mortgage down faster

First you must opt into this plan by completing a one minute registration. Please check your company email account for an invitation link to the registration page.

The Standard plan is non-taxable.


The subsidized portion from your employer is a taxable benefit which will be calculated and shared with you by your benefits team members prior to disbursement.

The Standard Program Rates are generally discounted a percentage below the banks posted rates.


The subsidized rates are further discounted at a basis points predetermined by your employer.

Quick answer: No.

You are responsible however for any lender costs associated with setting up a mortgage such as:

  • Discharge Fees 
  • Early payout penalities
  • Realtors
  • Appraisal
  • Legal
  • Home inspection and other applicable service fees

Benefits are intended for the direct enjoyment of the employee. You will however be able to rent a portion of your home at which point your mortgage interest becomes tax deductible.

A Cashback is directly tied to the mortgage amount, term and interest rate, which are typically half a percent greater or more than non-cashback rates.

The MAP Cash Rebate is still determined by the mortgage amount however, participants continue to benefit from the discounted rates, no matter the term.

For greater cash in hand, you may opt to select both.

Funds are typically dispersed within 30 days of closing.

The savings and low rate for the Standard program will remain in effect. Any subsidized benefits are effective for the length of your employment. Any portions not covering your  employment tenure must be repaid  on or before your last day of service. Please contact HR to discuss further.

The Mortgage Assistance Plan (MAP) is an Opt-in program designed to assist concerned employers looking for ways to support homebuying or homeowning employees with the high cost of borrowing. 

A dedicated specialist will provide assistance to new and existing with the mortgage financing process.  Staff will benefit from closing cost credits, reduced interest rates and various mortgage financing service discounts along with onsite and/or virtual financial education and training.

All employees will receive access to our Infinity Plan. Perks include:

  • Cash Rebate
  • Reduced Interest Rate
  • Discounted services
    • Legals
    • Appraisals
    • House Inspections
    • And more

You may also chose to reduce your staffs cost of borrowing further by:1. Buying down their already low interest rate; or
2. Gifting a portion of their down payment or
3. Providing additional monthly pre-payment installations help pay their mortgage down faster.

Spending budget is set by you. Should you choose to take advantage of our paid services, please see Subscription Model HERE To get an idea of how much it will cost to buydown an employee rate, please see Rate Buy Down Calculator.

Simple.

1. Click on the Get Started link.

2.Complete the 3 minute registration form.

3. Your account will be set up within hours of submitting your application and a notification email sent to the work address provided.

The Infinity plan is non-tax deductible as the rebates and savings are incurred at our end.

The subsidized portion of  your employee's interest rate or down payment is indeed tax deductible.

NOTE:  Please consult a licensed CPA for full details.

Rates received under the Infinity plan are generally discounted a percentage below the bank's posted rates.

Employers may choose to further discount all or select employees' interest rate or mortgage balance at a basis points predetermined by your benefits team.

NOTE:  The basis points or it's cash equivalent cannot fall below the CRA's precribed rate.  Please consult your company's CPA for more details.

Quick answer: No.

Employees are responsible however for the usual lender costs associated with setting up a mortgage:

  • Discharge Fees 
  • Early payout penalities
  • Lender fees
  • Realtor
  • Appraisal
  • Legals
  • Home inspection and other applicable service fees

A Cashback is directly tied to the mortgage amount, term and interest rate, which are typically half a percent greater or more than non-cashback rates.

The MAP Cash Rebate is still determined by the mortgage amount however, participants continue to benefit from the discounted rates, no matter the term.

For greater cash in hand, you may opt to select both.

Funds are typically dispersed within 30 days of closing.

The savings and low rate for the Infinity plan will remain in effect.

The subsidized benefit is effective for the length of their employment.

If an employee ceases employment with the organization within five years of receiving Mortgage Assistance Perk, you may request that they the entire or partial monetary amount of the subsidy is repaid.

Please contact HR to discuss further.