Increase focus on inclusive, comprehensive employee benefits
The 2024 Canadian Emerging Benefit Design Survey reveals a significant shift toward more inclusive and comprehensive benefits. Women's health has become a top priority, with 49% of organizations reporting it as a top or high priority. Fertility benefits are becoming more important. 39% of organizations say fertility drugs are a top or high priority, and 70% already cover them. These benefits are no longer seen as optional but as a critical component of a comprehensive benefits package. By offering robust family forming benefits, organizations can improve employee satisfaction, reduce stress and foster a more inclusive and supportive work environment.
Gender affirmation benefits are also rising, with 30% of organizations viewing them as essential. Also, neurodiversity benefits, like workplace accommodations and inclusive hiring practices, are gaining attention, with 26% of organizations prioritizing them. Although some organizations may be hesitant due to cost and a focus on core benefits, many are committed to maintaining or increasing the value of their inclusive benefits in the coming years. However, cost and safety concerns remain significant challenges, particularly for benefits like obesity medications and family-forming benefits. Many organizations are also exploring enhancements to their leave programs to better support their employees.
The survey underscores the critical role that external insights play in shaping these benefits strategies. Advisors, consulted by 79% of organizations, provide expert guidance that helps navigate the complex landscape of healthcare options and ensures that benefits are both effective and cost-efficient. Employee feedback, used by 59% of organizations, is equally important as it ensures that the benefits offered align with the actual needs and preferences of the workforce. These sources of information let organizations create benefit programs that are tailored to their employees. These programs not only attract and retain talent, but they also help the overall health and wellbeing of their employees.
Gender affirmation care
The survey shows that 44% of companies now offer coverage for gender affirmation care, which has doubled since our last survey. This shows that more and more people are realizing how important it is to have benefits that include everyone. This trend is crucial for organizations aiming to create a more diverse and inclusive workplace, which can lead to higher employee satisfaction and retention.
Impact of obesity on employee health
Most companies (80%) think obesity has a significant impact on employee health and wellbeing, with 26% prioritizing obesity medications in their benefits strategies. Obesity-related health problems are important for reducing absenteeism and healthcare costs, which is why organizations need to focus on this area.
Preventive health initiatives
Supporting preventive health initiatives is the top reason for covering vaccines, with 88% of organizations agreeing that vaccines administered by authorized health professionals should be covered without a doctor’s prescription. This focus on preventive health measures can help reduce the incidence of chronic diseases and lower long-term healthcare costs, benefiting both employees and the organization.
Inclusive benefits
Nearly all companies (98%) that offer inclusive benefits plan to keep or make these benefits more valuable. This strong commitment to supporting employee wellbeing and diversity is essential for attracting and retaining top talent, fostering a positive company culture, and improving overall organizational performance .
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The survey fielded in December 2024.
