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Key Takeaways The assumption that fathers primarily need financial benefits is outdated.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 »
Key Takeaways For every dollar invested in integrated mental health coverage, returns begin to materialize by year two, but only when access is fast and care is consistent Having a mental health benefit and having an effective one are not the same thing. Speed to care and continuity of treatment are where most employee benefits plans …
Your Employee Benefits Plan Has a Mental Health Problem. Here Is What the Data Says. Read More »
Working mothers represent a significant and growing share of the Canadian workforce. They are also, by most measures, among the most stretched. The responsibilities do not separate neatly at the office door. Caregiving, mental load, school schedules, elder care, and the invisible labour of holding a household together do not pause during working hours. And …
Where Employee Benefits Plans Fall Short for Working Mothers Read More »
Non-profit organizations are built on purpose. The people who work in the sector are often driven by mission in ways that private sector employers struggle to replicate. But purpose, however compelling, does not pay for therapy or fund a retirement savings plan. Across Canada, non-profit HR leaders are navigating a benefits challenge that has grown …
Managing Employee Benefits in the Non-Profit Sector Read More »
Key Takeaways Gen Z’s mental health challenges are emerging earlier and more visibly in the workplace, making mental health support a front-line workforce issue rather than a long-term or downstream concern. Traditional, reactive mental health models are misaligned with how Gen Z seeks support, increasing the risk that unmet needs escalate into absence, disability, and early …
Gen Z and Mental Health: What Employers Can’t Afford to Ignore Read More »
