Rypl complements existing group savings plans by adding a new option to the benefits menu. Employees who aren't currently participating in the RRSP can direct matching dollars toward student loans, a first home, or mortgage repayment instead.

The message to your clients is simple: this isn't a reallocation away from retirement. It's a way to put unused matching dollars to work.

Rypl is built for employees who aren't participating in the RRSP, not for pulling active contributors away from it. If your client is noticing that some employees are not using the matching program, it’s probably because retirement is not top priority for them right now.

Rypl captures that unused participation by giving them another exciting option. More engaged employees means more program activity overall, which strengthens your relationship with your client and opens new conversations about their broader benefits strategy.

For you: once you introduce Rypl and your client agrees to move forward, we take it from there. There are no support calls to field, no complex integration work to manage, and no additional admin burden on your end.

For your client: onboarding is designed to be live within four weeks. It mirrors the payroll deduction process they already use for their group RRSP, so Payroll isn't learning a new workflow from scratch. We assign each company a dedicated Sponsor Service Rep who handles setup, employee communications, and ongoing support.

Rypl doesn't require a direct integration with your client's HRIS or payroll software.

The monthly remittance process uses a pre-populated template file – similar to what Payroll already uses for group RRSP submissions – which they review, confirm, and submit each month. It's deliberately designed to replicate familiar workflows, which means low friction for the Payroll team and minimal change management for HR.

The strongest fit is a company that already has a group savings plan and a management team who wants to boost participation.

• Forward-thinking management teams who want to offer their employees more options and see them thrive
• A workforce with a meaningful concentration of employees under 40
• Industries where student debt is common (law, healthcare, finance, tech)
• HR leaders who are actively thinking about talent attraction and retention

Company size is flexible, but mid-market firms with 100–1,000 employees tend to have the right combination of benefits infrastructure and cultural motivation to move quickly.

Rypl charges employers an annual license fee based on company size. Broker compensation details are discussed directly with our team and are structured to reflect the per-employee model that the broker community is already familiar with.

We're happy to walk through the numbers in a conversation – the goal is a structure that's transparent, predictable, and worth your while to recommend.

Employee contributions and employer matching dollars are held in a segregated Rypl Trust Account under Canadian trust law, completely separate from Rypl's operating funds. Rypl then distributes those funds directly to each participant's lender or financial intermediary.

Employees never hand money to Rypl; it flows through a trust to their debt. This structure is disclosed fully in the Terms of Service and is a point we encourage brokers to share proactively with clients, because it tends to resolve concerns quickly.

Once an employer is signed up and sends invitations, employees set up their own Rypl account, complete identity verification, and link the debt they want to direct their matching dollars toward – student loan, first home savings, or mortgage principal.

From there, the monthly matching contribution flows automatically. Employees track their progress in a dashboard that shows balances going down, interest saved, and time shaved off their repayment. The experience is designed to feel tangible and motivating – progress they can actually see.

We don't just hand the company a login and wish them luck. Rypl provides a full employee communications kit – an announcement email, a reminder, and an employee-facing FAQ – all customized with the company's specific plan rules.

We also recommend a brief message from a visible internal leader, which consistently improves uptake. The invite flow itself is simple enough that employees can complete enrolment in under ten minutes. Ongoing, we provide reporting tools so you can review participation data with your client at your regular check-ins and demonstrate real impact.

Structured employer-matched programs for student loans and mortgage repayment are still early-stage in Canada. The group retirement space has seen very little meaningful disruption; most brokers are still working with the same program architecture that existed twenty years ago.

Rypl is one of the first purpose-built platforms in this category in the Canadian market, which means the brokers who move early have a genuine differentiator to bring to clients. The "this doesn't help me" objection to group RRSPs is something you've likely heard from clients for years… and Rypl is finally a real answer to it.