HSA Accounting in Canada: Journal Entries and Tax Treatment
Debits and credits for every Health Spending Account transaction, the T2 deduction, the Quebec RL-1 exception, and GST/HST on administration fees — each one cited back to the Income Tax Act, CRA guides, and Revenu Québec. Written for the accountant doing diligence, not the buyer.
- 21 min read
- For Canadian accountants, bookkeepers, and controllers
- Updated 2026-08-12
On Canadian books, an HSA is an employer expense, not an account
TL;DRIn Canadian bookkeeping there is no HSA account to reconcile: a Health Spending Account is a Private Health Services Plan under subsection 248(1) of the Income Tax Act, recorded as an employer operating expense, not an employee-owned asset like the American Health Savings Account that dominates search results for "HSA accounting."
Most of what has been written about HSA accounting describes a different instrument in a different country. The American Health Savings Account is a trust account the employee owns, funded by payroll deduction, reported in box 12 of the W-2 with code W and reconciled on Form 8889. None of that machinery exists in Canada. There is no employee-owned balance, no statutory contribution limit, and no personal tax form to file.
The Canadian Health Spending Account — HCSA is the same product under a different marketing name — is a Private Health Services Plan, the category defined in subsection 248(1) of the Income Tax Act and interpreted by the CRA in bulletin IT-339R2. It is a promise: the employer undertakes to reimburse the medical expenses listed in subsection 118.2(2), up to an allocated amount, when an employee incurs them. A promise is not an asset, which is why the only set of books an HSA touches is the employer's. Readers who want the plain-language version of what an HSA is before the debits and credits can start there and come back.
That single fact settles most of what follows. The expense arises when a claim is paid, not when an allocation is announced. The employee has nothing to record and nothing lands on the federal T4. This page covers the ledger and the tax forms only; whether a given plan qualifies as a PHSP in the first place — the five-element test, the owner-only problem, which expenses are eligible — is answered in full in our CRA Health Spending Account rules guide.
The Canadian HSA (a PHSP) compared with the American Health Savings Account
| Attribute | Canadian HSA / HCSA (a PHSP) |
|---|---|
| Legal basis | Private Health Services Plan, Income Tax Act subsection 248(1), interpreted by the CRA in IT-339R2U.S. Health Savings AccountU.S. Internal Revenue Code section 223 — American law, out of scope on this page |
| Who owns the balance | Nobody. There is no balance: the allocation is the employer's promise to reimburseU.S. Health Savings AccountThe employee, in a trust account that travels with them between jobs |
| Where it sits on the books | Employer operating expense, recognized when a claim is reimbursedU.S. Health Savings AccountEmployee asset; the employer's role is payroll deduction and reporting |
| Tax slips | Nothing in T4 box 14; in Quebec the employer's contribution goes in RL-1 boxes A and JU.S. Health Savings AccountW-2 box 12 code W, and Form 8889 on the employee's personal return |
| Sales tax exposure | None on the reimbursement; GST/HST applies to the administrator's feeU.S. Health Savings AccountNot applicable |
What are the journal entries for a Health Spending Account in Canada?
TL;DRBook an HSA claim reimbursement as a debit to Employee Benefits Expense and a credit to Cash — or to the prepaid HSA funding asset on a pre-funded plan — and book the administrator's fee as a separate expense line with the GST/HST portion debited to the input tax credit receivable rather than buried inside the fee.
| Account | Debit | Credit |
|---|---|---|
| Prepaid HSA funding (current asset) | $2,083.33 | No entry on this side |
| Cash | No entry on this side | $2,083.33 |
One-twelfth of a $25,000 annual pool, moved to the administrator ahead of any claim. Nothing has been spent, so nothing has been expensed: the transfer buys a right to have claims paid, and that right is an asset until a claim draws it down. On a notional (unfunded) plan this entry does not exist — no cash moves, and the first entry of the plan year is Entry 2.
| Account | Debit | Credit |
|---|---|---|
| Employee benefits expense — HSA | $500.00 | No entry on this side |
| Prepaid HSA funding (funded plan) or Cash (notional plan) | No entry on this side | $500.00 |
This is the entry that carries the deduction. It belongs in the same operating-expense family as group insurance premiums — an Employee Benefits Expense account, not wages and not a shareholder draw. Running a reimbursement through payroll is the most common bookkeeping error on this file, and it creates T4 box 14 income that the CRA's own employers' guide says should not be there. No GST or HST is charged on the reimbursement, because reimbursing an employee is not a supply of anything (GST/HST Memorandum B-052). The receipt behind this entry has to be for an eligible medical expense — which expenses qualify is the CRA's list, reproduced A to Z — because a reimbursement outside subsection 118.2(2) is not a PHSP payment and is not deductible as one.
| Account | Debit | Credit |
|---|---|---|
| HSA administration fees expense | $50.00 | No entry on this side |
| GST/HST receivable (input tax credit) | $2.50 | No entry on this side |
| Cash | No entry on this side | $52.50 |
Administration is a taxable supply of services, so the fee carries GST/HST at the rate of the employer's province — 5% in Alberta, as here. Split the tax out. If the corporation is a GST/HST registrant that $2.50 is recoverable as an input tax credit and is not a cost at all; leaving it inside the fee expense overstates the deduction and forfeits the credit. In Ontario the same $50 fee carries 13% HST, or $6.50, and the split works identically.
| Account | Debit | Credit |
|---|---|---|
| Cash | $7,000.00 | No entry on this side |
| Prepaid HSA funding (current asset) | No entry on this side | $7,000.00 |
Money coming back from the administrator is a balance-sheet event with no profit-and-loss effect: the asset converts back to cash, and the expense recognized during the year was only ever the claims actually paid. Two variants produce no entry at all. On a funded plan with a carry-forward the prepaid balance simply stays where it is into the next plan year; on a notional plan there is nothing to reverse, because the allocation was never recorded. Whichever applies, what a plan may carry forward is constrained by CRA bulletin IT-529, paragraph 16 — the compliance detail lives in our CRA Health Spending Account rules guide.
Coding the accounts
The CRA does not prescribe a chart of accounts. What it cares about is that the amounts are deductible business expenses supported by a plan document and claim records; which general-ledger line holds them is bookkeeping convention. The convention that survives review is three lines: reimbursements to Employee Benefits Expense, administration to a benefits-administration or professional-fees expense, and the tax on the fee to the GST/HST receivable.
Keep the reimbursements on their own line rather than blending them with group-insurance premiums. At year-end you will be tying that line to an administrator's statement, and a blended account turns a five-minute reconciliation into an afternoon.
Funded and notional HSAs produce different entries and the same deduction
TL;DRA funded HSA moves cash to the administrator in advance and carries a prepaid asset until claims draw it down; a notional (unfunded) HSA records nothing until a claim is reimbursed — and the total deducted over a plan year is the same either way, because on both designs the deduction follows claims actually paid.
- Funded plan
- Cash leaves the employer before any claim exists. The transfer is Entry 1 above: a debit to a prepaid asset, a credit to cash, with expense recognition still waiting for claims. Two consequences for the accountant. Working capital sits with a third party for the year, so the prepaid balance belongs in the working papers with a roll-forward — opening, plus transfers, less claims and fees, equals closing. And the return of an unused balance is a balance-sheet entry, never income.
- Notional (unfunded) plan
- The allocation is a promise recorded in the plan document and nowhere else. No entry exists until a claim is reimbursed, at which point the amount goes straight to expense. The trade is the mirror image: no working capital is tied up, but the company carries a commitment that appears nowhere in the accounts. Where allocations are material relative to the company's cash position, note the total exposure in the working papers even though no liability is recognized.
Neither design is the better one in the abstract, and an accountant should resist being told otherwise. Funded plans park cash; notional plans park risk. What matters for the file is knowing which one the plan is, because the answer determines whether a prepaid asset should exist on the balance sheet at year-end and whether the bank feed should show transfers at all.
In Ontario the designation also changes when provincial tax is levied, because the province's retail sales tax and premium tax attach at different moments depending on whether the plan is funded or notional. That is the Ontario guide's territory: Health Spending Accounts in Ontario works through the retail sales tax, the premium tax, and the timing rules in full.
How does a corporation deduct HSA costs on the T2?
TL;DRA corporation deducts qualifying PHSP reimbursements and administration fees as ordinary business expenses in the year they are paid — there is no dedicated T2 line, no schedule, and no add-back for a compliant HSA — but section 67 of the Income Tax Act still limits every deduction to what was reasonable in the circumstances.
There is nothing exotic to do on the return. Reimbursements and administration fees run through ordinary operating expenses on the Schedule 125 income statement and into net income for tax purposes. The CRA's payroll page on Private Health Services Plan premiums is the authority for the treatment: where the plan meets the PHSP conditions, "the amounts paid are not a taxable benefit," and the employer's cost is a deductible business expense. GST/HST paid on the administration fee is recovered separately as an input tax credit if the corporation is registered.
There is also no CRA-imposed dollar ceiling on what an incorporated employer may allocate. The employer sets allocations by employee class, and as long as the classes are documented and applied consistently, the amount is a business decision. That is not the same as saying any amount is safe.
In computing income, no deduction shall be made in respect of an outlay or expense in respect of which any amount is otherwise deductible under this Act, except to the extent that the outlay or expense was reasonable in the circumstances.
Income Tax Act, section 67 (Justice Canada)
The reasonableness limit is the real constraint, and it bites hardest where the owner is also the largest claimant. The test an accountant can actually document is comparative: what would an arm's-length employee in the same role be allocated? A $50,000 allocation for a sole shareholder alongside $1,500 for two staff invites the question, and the answer belongs in the file before it is asked. Where the plan covers only the owner and family the problem is more fundamental than reasonableness — in its 2022 CALU Roundtable response the CRA said a self-insured HSA for a sole employee-shareholder and family "would likely not constitute a plan in the nature of insurance," which turns the reimbursement into a subsection 15(1) shareholder benefit and takes the corporate deduction with it. Our rules guide covers who qualifies to sponsor a PHSP, including the owner-only case.
The three T2-side facts
- 01
Deductible in the year paid
Reimbursements and administration fees are ordinary business expenses on the year's income statement — no separate schedule, no election, no add-back (CRA payroll guidance on Private Health Services Plan premiums).
- 02
No CRA dollar cap for incorporated employers
The employer sets allocations by employee class. Section 67 of the Income Tax Act is the only ceiling, and it is a standard rather than a number.
Conditional — incorporated employers only
- 03
A failed PHSP costs twice
If the plan is not a PHSP, the payment is a subsection 15(1) shareholder benefit: taxable to the owner personally and not deductible by the corporation as employee compensation.
Conditional — only where the plan fails the PHSP test
Where do HSA amounts appear on the T4 — and why Quebec's RL-1 is the exception?
Federally there is nothing to report. A reimbursement under a qualifying Private Health Services Plan is not employment income, so it does not belong in T4 box 14, and the CRA's employers' guide T4130 says so directly: "Do not report this amount in box 14." The only T4 field that touches a PHSP at all is code 85, which is optional and covers premiums the employee paid — never amounts the employer reimbursed. If a reimbursement has landed in box 14, the cause is almost always that the payment was processed through payroll rather than accounts payable.
Quebec is the exception, and it is a provincial exception only. Revenu Québec treats the employer's contribution to a private health services plan as a taxable benefit for Quebec income tax purposes: the value of the benefit is entered in box J of the RL-1 and included in the box A total. The federal T4 for the same employee is unchanged.
Your contribution to a private health services plan for the coverage that a current, former or future employee receives during the year may constitute a taxable benefit… you must enter the value of the benefit in box J.
Revenu Québec — Contributions to a Group Insurance Plan (Including a Private Health Services Plan)
An employer with staff in more than one province therefore runs two treatments side by side out of one set of books: nothing on the slips of employees taxed outside Quebec, box A and box J amounts on the RL-1s of employees taxed in Quebec. The general ledger does not change — the expense is the expense — the difference is entirely in payroll's year-end file. What the employee does with that benefit on a personal return, and how it fits the taxable-benefit rules generally, is covered in taxable versus non-taxable benefits in Canada.
HSA slip reporting matrix: what goes where, federally and in Quebec
| Slip box or return line | Federal treatment |
|---|---|
| T4, box 14 (employment income) | PHSP reimbursements are never included; CRA guide T4130 instructs employers not to report them hereQuebec provincial treatmentSame — box 14 is a federal field and is unaffected |
| T4, code 85 (employee-paid PHSP premiums) | Optional, and only for premiums the employee paid; never used for reimbursementsQuebec provincial treatmentSame |
| RL-1, box A (employment income) | Not applicableQuebec provincial treatmentIncludes the value of the employer's contribution to the plan |
| RL-1, box J (private health services plan) | Not applicableQuebec provincial treatmentThe value of the employer's contribution is entered here |
| T1, lines 33099 / 33199 (medical expense tax credit) | Reimbursed amounts may not be claimed — the credit is for expenses paid out of pocketQuebec provincial treatmentQuebec's provincial medical expense credit follows its own rules and is out of scope here |
Which sales taxes touch an HSA: none on the reimbursement, GST/HST on the fee
TL;DRAn HSA reimbursement attracts no GST or HST because paying a claim is not a supply; the administrator's fee is a taxable supply of services at the employer's provincial rate — 5% in Alberta, 13% in Ontario, 14% in Nova Scotia since April 1, 2025, and 15% in New Brunswick, Newfoundland and Labrador, and Prince Edward Island — and a registrant recovers that tax as an input tax credit.
The reimbursement side is settled and uninteresting, which is the point: handing an employee $500 against a dental receipt is not a sale of goods or services, so there is nothing to charge tax on and nothing to self-assess (GST/HST Memorandum B-052). Employers occasionally self-assess on reimbursements out of caution. It is not required, and it inflates the expense.
The administration fee is a different transaction. It is a supply of administrative services, taxable at the rate that applies where the recipient of the supply is located: 5% GST in Alberta and the other non-participating provinces, 13% HST in Ontario, 14% HST in Nova Scotia since April 1, 2025 — the rate came down from 15% that day — and 15% HST in New Brunswick, Newfoundland and Labrador, and Prince Edward Island. Registrants recover it. Rates in the table below are current as of August 2026.
Ontario layers on two provincial taxes that follow the plan rather than the fee: an 8% retail sales tax on benefits plans and a 2% premium tax on accident and sickness coverage, both collected and remitted by the administrator, both timed according to whether the plan is funded or notional. The diligence question for any administrator, in any province, is the same: ask to see a sample invoice with the tax lines shown separately. A provider that cannot produce one is telling you something. Our Ontario guide works through the retail sales tax and premium tax in detail.
Tax-by-tax summary for a Canadian Health Spending Account, as of August 2026
| Tax | Applies to |
|---|---|
| GST/HST on a claim reimbursement | Nothing — reimbursing an employee is not a supplyRateNoneWhen leviedNever (GST/HST Memorandum B-052) |
| GST/HST on the administrator's fee | The administration fee itself, as a supply of servicesRate5% AB · 13% ON · 14% NS (since April 1, 2025) · 15% NB, NL, PEIWhen leviedOn each fee invoice; recoverable as an input tax credit by a registrant |
| Ontario retail sales tax and premium tax | Benefits plans in Ontario, including self-insured arrangementsRate8% RST · 2% premium taxWhen leviedCollected and remitted by the administrator; timing follows the funded or notional designation |
How does a sole proprietor deduct an HSA under section 20.01?
TL;DRAn unincorporated sole proprietor deducts PHSP premiums on Form T2125 under "Other business expenses" per section 20.01 of the Income Tax Act, and where fewer than half of plan members are arm's-length employees the deduction is capped at $1,500 a year per adult and $750 per dependent under 18 — caps set in 1998, never indexed, and still current for 2026.
Two gates come before the deduction. The proprietor must be actively engaged in the business, and must pass the income test: either more than 50% of total income comes from self-employment, or income from all other sources is $10,000 or less for the year. Both conditions live in section 20.01 and are set out in CRA Guide T4002. Whether a particular arrangement qualifies as a PHSP at all is a separate question, answered in our rules guide's section on who qualifies to sponsor a plan; what follows is only the bookkeeping consequence.
The books are simpler than the corporate case, and so is the failure mode. There is no corporation, so there is no T2 and no shareholder-benefit exposure; the premium is a business expense on the T2125 and the only real risk is exceeding the section 20.01 cap. An excess is not penalized — it is simply not deductible against business income, and to the extent it was paid out of pocket the amount may still support a Medical Expense Tax Credit claim on the personal return.
The section 20.01 caps
- $1,500
- per year for the proprietor, a spouse or common-law partner, and each dependent aged 18 or older
- $750
- per year for each dependent under 18
The caps apply only where fewer than 50% of plan members are arm's-length employees. Both figures were set by the 1998 technical notes to subsection 20.01(3), have never been indexed, and are current for 2026 (CRA Guide T4002).
Booking a $25,000 HSA for ten employees, two of them in Quebec
One plan year, start to finish
An Alberta corporation with ten employees allocates $2,500 each for the plan year on a notional plan, with claims administered at a 10% fee on reimbursed amounts. Alberta keeps the arithmetic clean: no provincial retail sales tax and no premium tax on the plan, and 5% GST on the administration fee.
- Allocations exposed (10 employees × $2,500)
- $25,000
- Claims reimbursed during the year (72% utilization)
- $18,000
- Claims administration fee, 10% of reimbursements
- $1,800
- GST on the fee at 5%, recovered as an input tax credit
- $90
- Unused allocation at year-end, never booked on a notional plan
- $7,000
- Deducted on the T2 (claims plus fee)
- $19,800
This is a ledger of the plan year, not a column that sums. Only the $18,000 of claims and the $1,800 fee are deductible; the $90 of GST is recovered separately on the GST/HST return, and the $7,000 of unused allocation was never recorded, so it never becomes an expense. The 10% claims administration fee is NuvioLife's published rate on the Free and Premium tiers; the Business tier is 8%.
Where each amount lands: general ledger account and tax form destination
| Line item | Amount |
|---|---|
| Allocations set for the year | $25,000GL accountNone — notional, nothing is bookedTax form destinationPlan document only |
| Claims reimbursed | $18,000GL accountEmployee benefits expense — HSATax form destinationT2, deducted in the year paid |
| Claims administration fee | $1,800GL accountHSA administration fees expenseTax form destinationT2, deducted in the year paid |
| GST on the fee (Alberta, 5%) | $90GL accountGST/HST receivableTax form destinationGST/HST return, as an input tax credit |
| Reimbursements to the two Quebec employees | $3,600GL accountAlready inside the $18,000 aboveTax form destinationRL-1 boxes A and J; nothing on their T4s |
| Unused allocation at year-end | $7,000GL accountNo entryTax form destinationNothing; carry-forward terms per the plan document |
Two of the ten employees are taxed in Quebec. At the same utilization rate their share of the year's reimbursements is $3,600, and that is the figure their RL-1 preparer works from. One caution belongs in the file: Revenu Québec taxes the employer's contribution for the coverage the employee receives, and on a notional plan nothing is contributed in advance — so the measure that reaches box J is the amount reimbursed. Confirm it with your Quebec payroll provider before the slips are filed, because the plan's design determines what a contribution is.
The $7,000 nobody claimed produces no entry and no deduction. It is worth stating plainly, because the opposite assumption is common: an employer who deducted the full $25,000 allocation would be claiming $7,000 of expense that was never incurred. On a notional plan the outlay happens when the claim is paid, and not before.
In Ontario this arithmetic changes — 8% retail sales tax and 2% premium tax attach to the plan, and 13% HST rather than 5% GST applies to the fee. Our Ontario guide runs the provincial stack in the same way. And the comparison an owner will eventually ask for, the same $19,800 delivered as salary instead with employer CPP and EI on top and full tax to the employee, is what the HSA tax-savings calculator is built to answer.
For the file
Run these entries with your client's numbers
Give the calculator an allocation, a headcount, and a province, and it returns the deduction and the payroll cost avoided — the figures you would otherwise rebuild in a spreadsheet.
The year-end HSA reconciliation: seven numbers to tie out
TL;DRAt plan year-end tie out seven numbers — funding transferred, claims reimbursed, administration fees, the GST/HST claimed as input tax credits, the unused balance and its carry-forward treatment, Quebec RL-1 box J amounts, and the archive — then keep the supporting records for six years from the end of the tax year they relate to.
- 01
Get the administrator's annual plan statement
One document should show contributions received, claims paid, fees charged, and any taxes collected for the plan year. Everything below reconciles to it. A statement you have to ask for twice is itself a finding — producing the year-end reconciliation is basic administrator hygiene.
- 02
Roll forward the prepaid balance (funded plans)
Opening prepaid, plus transfers, less claims paid and fees, equals closing prepaid — and closing should agree both to the administrator's statement and to every transfer in the bank feed. On a notional plan there is no prepaid balance, and this step is one line in the working papers saying so.
- 03
Tie claims reimbursed to Employee Benefits Expense
The claims total on the statement should equal the HSA line in the general ledger. Variances are almost always timing — a December claim paid in January — or a reimbursement miscoded to wages, which is the error worth catching before the T4s are filed.
- 04
Tie the fees, and confirm the input tax credits were claimed
Administration fees to the fees expense account, and the GST/HST on those fees to the GST/HST receivable. Then check that the credits were actually claimed on the GST/HST returns filed during the year, not merely booked to the receivable and left there.
Conditional — GST/HST registrants only
- 05
Check the unused balance against the plan's carry-forward terms
CRA bulletin IT-529, paragraph 16, permits a plan to carry forward either unused allocations or unused eligible expenses for up to 12 months, but never both, and unlimited carry-forward of either disqualifies the plan. Confirm that what the administrator actually did matches what the plan document says.
- 06
Compute RL-1 box A and box J amounts for employees taxed in Quebec
Pull the Quebec employees' amounts out of the claims records and hand the totals to payroll before the RL-1s are prepared. Their federal T4s do not change.
Conditional — employees taxed in Quebec only (RL-1 boxes A and J)
- 07
Archive the plan document, receipts, and statements
The CRA requires records to be kept six years from the end of the last tax year they relate to. For this file that means the plan document and any amendments, the annual statements, the claim records held by the administrator, and the reconciliation itself.
Bookkeeping treatments that get an HSA reclassified
None of these are exotic. They are the entries that surface when a file is reviewed, each one traceable to a specific provision rather than to a matter of preference.
Running the owner's medical bills through the company with no written plan
Without a plan document and a real undertaking to indemnify there is no Private Health Services Plan, so the payment is a shareholder benefit under Income Tax Act subsection 15(1) — taxable to the owner personally and not deductible by the corporation (CRA document 2022-0928901C6).
The employee also claims the reimbursed expense on T1 lines 33099 or 33199
The Medical Expense Tax Credit is for expenses paid out of pocket. An amount reimbursed by a PHSP is not out of pocket, and the second claim is denied on review.
Coding reimbursements through payroll or wages
It creates employment income in T4 box 14 and CPP exposure that should not exist. CRA guide T4130 instructs employers not to report PHSP reimbursements in box 14; they belong in accounts payable and in an employee benefits expense account.
Deducting the full allocation instead of the claims actually paid
On a notional plan there is no outlay until a claim is reimbursed, so the unclaimed portion of an allocation is not an expense of the year. Deducting $25,000 when $18,000 was paid overstates the deduction by $7,000, with nothing in the records to support it.
Leaving the GST/HST inside the administration fee expense
For a registrant the tax on the fee is recoverable as an input tax credit, so burying it both overstates the expense and forfeits the credit. The reimbursement itself carries no tax at all and should not be self-assessed (GST/HST Memorandum B-052).
Omitting box J on the RL-1 for employees taxed in Quebec
Revenu Québec treats the employer's contribution to a private health services plan as a taxable benefit for Quebec income tax purposes; the value belongs in box J and in the box A total, even though the federal T4 shows nothing.
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Authoritative references
Every rule, rate, and slip box on this page traces to one of these primary sources: the Income Tax Act on justice.gc.ca, CRA guides and interpretation bulletins on canada.ca, Revenu Québec, or the Ontario Ministry of Finance. Rates and thresholds are stated as of August 2026.
- Income Tax Act s. 248(1) (Justice Canada)
- Income Tax Act s. 67 - reasonableness limitation (Justice Canada)
- IT-339R2 - Meaning of "Private Health Services Plan"
- IT-529 - Flexible Employee Benefit Programs (carry-forward, para. 16)
- CRA payroll - Private Health Services Plan premiums
- T4130 - Employers' Guide: Taxable Benefits and Allowances
- GST/HST Memorandum B-052 - Life and Health Insurance
- Charge and collect the GST/HST - rates by province (canada.ca)
- Revenu Quebec - Contributions to a Group Insurance Plan (Including a Private Health Services Plan)
- Retail Sales Tax - Insurance and Benefits Plans (Ontario Ministry of Finance)
- Ontario Insurance Premium Tax (CT-IP) - uninsured benefit arrangements
- Other business expenses (T2125, includes PHSP rules)
- T4002 - Self-employed Business Income (s. 20.01 caps)
- Details of medical expenses (Lines 33099 / 33199)
- CRA 2022-0928901C6 - CALU Roundtable Q.10, single-shareholder PHSP
- Where to keep your records, for how long (canada.ca, six-year rule)