Workplace benefits are an important part of a client’s financial plan and overall well-being, but most clients aren’t taking full advantage of what’s offered. Group advisors and their employer clients are taking a closer look at trends that may resonate and increase uptake in benefits plans.

Ryan Stanimir, partner at DLD Financial Group in Vancouver, says employers are finding that employees want the freedom to choose benefits based on their situation.

Flex plans allow employees to choose where they want to put their benefits dollars. Rather than a set $500-a-year per paramedical category, such as massage therapy or for a chiropractor, for example, the employee may receive a larger amount of benefit money to put toward various options.

Below are four trends group advisors are noticing as part of a flex package.

Mental health

Mental health coverage has been “the driver” of many benefits plans since the pandemic, Mr. Stanimir says. Three in 10 Canadians will be affected by a mental illness in their lifetime, according to federal government statistics. Mr. Stanimir notes that paramedical claims for mental health have increased by 20 per cent each year since 2020.

“That could be from more employees speaking about mental health [to colleagues] and also employers making sure their employees have options to go for support if they need it,” he says.

Coverage specifically means psychologists, but the benefit list has extended to include social workers, clinical counsellors and psychotherapists. The professions covered would generally be part of the eligible medical providers that fall under the Canada Revenue Agency’s definition, Mr. Stanimir says.

The employers’ rationale for beefing up mental health support is both compassionate and cost-effective. Starting in 2023, mental health became the top reason for short- and long-term disability claims, according to Medavie Blue Cross. If employers have more mental health coverage, perhaps disability claims can be avoided, says Imran Choudhary, director of RW Group Benefits in Toronto.

“It’s a big driver for people being off work, so smart employers want to be able to help their employees … so they can get back to work,” he says.

Mr. Choudhary notes that the Canadian Psychology Association recommends stand-alone mental health coverage of $4,000 a year, which he estimates would cover about 15 to 20 sessions.

“That’s usually the number of sessions required to achieve a therapeutic outcome for people suffering from anxiety or depression, two of the biggest mental health issues currently for employees,” he says.

Prescription drugs

Jeffrey Wu, certified financial planner and group plans advisor at Unison Financial Solutions Inc. in Montreal, says employees are claiming more prescription drugs, including in areas such as weight management with drugs such as Ozempic. While the drugs are costly, Mr. Wu says more employers are thinking of the overall landscape.

“Doing this may lead to healthier employees, which leads to lower overall costs for the employers,” he says.

Virtual health care

Mr. Stanimir says employees appreciate a virtual service in their benefit package that they can use for a second medical opinion or prescription refill.

“It’s also a way to access doctors [if you live in] more remote situations,” Mr. Stanimir adds. He notes with a family doctor shortage, virtual appointments may be a welcome alternative to long queues at walk-in clinics or emergency rooms.

Mr. Wu also sees more requests for digital employee-assistance programs (EAP) for physical and mental health.

Preventative health solutions, such as assessments and pre-screenings that employees – particularly millennials – can access on their smartphones, are another big area.

“They care about their wellbeing and want help through digital means to look after things for better outcomes,” he says.

Fertility treatments

Mr. Choudhary says more insurance companies are adding in vitro fertilization to group benefit plans. That’s due, in part, to demand from employer clients who want to help employees with family planning. He notes that many couples are getting married and starting families in their late 30s and beyond.

“It may not be easy to get pregnant, so they’re willing to spend some money on trying to get pregnant one time,” he says.

While the benefit won’t cover the entire fertility treatment amount, he says it’s a nice gesture for family-friendly employers. Mr. Wu sees similar interest from employers.

“People talk to us a lot when designing these programs because they’ve identified that many employees have need for family building,” he says.

DEANNE GAGE –  THE GLOBE AND MAIL
PUBLISHED MAY 27, 2025