At Primera Consulting, one of the most common questions we hear from small and mid-sized businesses is: “Is SECOR or COR really worth it?”
The answer isn’t as straightforward as you might expect—it depends on your company size, claims history, and how you calculate return on investment (ROI). Let’s break it down.
What is SECOR/COR?
SECOR (Small Employer Certificate of Recognition) and COR (Certificate of Recognition) are voluntary programs managed under Partnerships in Injury Reduction (PIR) in Alberta. The programs were designed to:
- Decrease workers’ time away from work
- Reduce workplace injuries
- Reduce costs associated with claims
On paper, employers can receive refunds up to 20% of their WCB premiums for participating, and larger employers with strong performance may stack additional discounts (up to 40%) for a total potential savings of 60%.
The Experience Rating Reality for Small Employers
Here’s where it gets tricky. If your company pays less than $15,000 in WCB premiums over three years, you fall into a “small employer” category. In this group, the maximum discount you can achieve is 5%.
That means no matter how strong your safety program is, the refund you receive may not offset the costs of:
- Auditor fees (external audits every three years)
- Internal audits and ongoing documentation
- Training and certification requirements
- Membership fees with certifying partners (if applicable)
- Administrative time for maintaining the system
In many cases, the ROI simply isn’t there.
Who Really Benefits from COR?
For larger employers—those with premiums above $200,000 over three years—the picture changes. These organizations can combine their COR discount (up to 20%) with PIR rebates (up to 40%), potentially saving 60% on their premiums.
For example, if your WCB premiums are $200,000, a strong COR program could return $120,000 in rebates and discounts. In that case, the investment in audits, training, and safety program development is often worth it.
But for smaller employers, that same 20% might only amount to $10,000. When you compare that number against the true costs of maintaining COR, the math doesn’t always make sense.
But Doesn’t COR Reduce Injuries and Claims?
The program promotes reduced injuries, reduced costs, and improved disability management. However, disability management support is already available directly through the Workers’ Compensation Board of Alberta and not encompassed within SECOR or COR audits.
In other words—you don’t need COR to access many of the tools and supports that actually reduce claim costs and time away from work. If you have a weak disability management process you will not be able to hit some of the targets and realize the full savings potential with or without COR.
The Bottom Line
So, is COR or SECOR worth it?
- If you’re a small employer (less than $15,000 in premiums over three years): The rebate potential is capped at 5%. For most, the costs outweigh the benefits.
- If you’re a mid-sized employer: Run the numbers carefully. Will the rebate outweigh your program and audit costs? If yes, COR might make sense. If not, you’re better off investing directly in injury prevention, training, and claim management.
- If you’re a large employer with high premiums: COR can absolutely pay off, especially if you’re already committed to strong safety culture and compliance.
At Primera Consulting, we encourage organizations to focus on ROI. If COR or SECOR helps you win clients, strengthen your safety reputation, and achieve financial return—go for it. If not, there are often more effective, cost-efficient ways to reduce claims costs, improve performance, and meet due diligence without tying up resources in a certification process that may not pay off.
👉 Thinking about whether COR is right for your business? Reach out to Primera Consulting—we’ll help you run the numbers and make a decision that supports both safety and sustainability.
