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  Every October, Canada’s Healthy Workplace Month asks employers to look past the standard benefits checklist and consider what actually supports their people. This year’s theme, “Wellness. Your Way,” puts personalization at the center of that conversation. For plan sponsors, that shift matters. A workforce that spans different life stages, family situations, and health needs …

WSA vs. LSA vs. HCSA: What Canadian Plan Sponsors Should Know  Read More »

World Mental Health Day: What It Means for Canadian Employers  Every October 10, World Mental Health Day asks people and organizations around the world to pause and take mental health seriously. This year’s theme, set by the World Federation for Mental Health (WFMH), is “Lived experiences heard: real voices, real change.” It is a reminder …

World Mental Health Day: What It Means for Canadian Employers Read More »

Key takeaways  Financial stress is a measurable business cost, linked to lower productivity, higher absenteeism, and disengagement across the Canadian workforce, including younger employees taking on side hustles to stay afloat.  Group RRSPs offer a low-cost, payroll-deducted entry point to employee saving, with optional employer matching.  Registered pension plans (DB, DC, and Target Benefit) offer …

The Business Case for Employee Savings Plans  Read More »

    Key takeaways  A richer-looking employee benefits plan is not automatically a better one. Sustainable, well-structured design outperforms coverage volume.  Adding more benefit tools without coordinating them tends to create confusion rather than value.  A coverage category and a coverage allowance are not the same thing. A benefit that exists on paper without an …

Truth vs. Myth: 6 Misconceptions About Employee Benefits Plan Design  Read More »

Key Takeaways When employees cite pay as their reason for leaving, the underlying issue is often not salary itself, but a total rewards package that has fallen behind market without anyone flagging it, so the fix may live in benefits design rather than payroll alone. A salary increase is a permanent, compounding cost. A benefits …

Why Employee Benefit Programs Are Now Central to Retention Strategy Read More »

  Most employee wellness programs do not fail because employers are not trying. They fail because the design misses the actual problem, the plan is never measured, or the benefit exists on paper without anyone using it. For plan sponsors reviewing their wellness strategy this year, each mistake below points to a different reason a …

What Companies Get Wrong About Employee Wellness Plans in 2026 Read More »

Key Takeaways  GLP-1 coverage is becoming a employee benefits strategy decision, not just a drug coverage decision. As employee demand grows and clinical applications continue to evolve, employers should consider how these therapies fit within their broader approach to health outcomes, cost management, and plan sustainability.  There is no one-size-fits-all approach to GLP-1 coverage. The …

GLP-1 Coverage and Employee Benefits: What Employers Need to Know in 2026 Read More »

Key Takeaways    Self-care is easier when employees have access to meaningful support. Benefits such as mental health coverage, EAPs, virtual care, and wellness resources can help remove barriers to seeking care.  Employee wellbeing needs change throughout different stages of life. Effective benefits strategies recognize that a diverse workforce requires more than a one-size-fits-all approach.  …

Why Self-Care Is Not Solely an Employee Responsibility Read More »

Key Takeaways  The assumption that fathers primarily need financial benefits is outdated. Today’s working fathers are caregivers, mental health consumers, and in a growing number of cases, the sole parent in the household  Paternity leave eligibility and paternity leave uptake are two different things. Culture, inadequate top-up, and poor communication mean most eligible fathers do not take the …

The Modern Father at Work: What Employee Benefits Plans Are Missing Read More »

Key Takeaways    AI collaboration boosts short-term performance but research shows it reduces intrinsic motivation and increases boredom when employees return to unassisted work, a pattern that carries long-term wellbeing implications  Disengagement and boredom driven by technology-dependent workflows are early warning signs of burnout, making this a benefits and workforce health issue, not just a technology management one  HR …

The AI Productivity Trap: What It Means for Employee Wellbeing and Benefits Strategy Read More »