The changing labour force is changing benefits plans. The evolving demographics of the workforce demands a re-examination of current employee health benefits plans offered by employers in Canada. In short, as the labour force changes, health benefit plans will also need to change.
How Has The Labour Force Been Changing?
According to Statistics Canada, as of 2019:
- 29% of today’s workforce are baby boomers (up from 24% in 2015)
- 38% of the workforce are Generation X (down from 30% in 2015)
- 37% of the workforce are Millennials (down from 46% in 2015)
How Has Benefits Been Changing?
Millennials in the workforce are the sector that should be growing most rapidly. This group places less value on drug benefits and maximizes other plan areas such as paramedical benefits. In fact, paramedical services have become a rapidly rising aspect of today’s benefits plans.
In a survey conducted back in 2015 by Sanofi, active plan members submitted the following claims annually on average:
- 5 drug benefits claims
- 3 paramedical benefits claims
- 7 dental benefits claims
- 7 vision benefits claims
Of all paramedical benefits claims, 57% were for registered massage therapy and 68% of claimants fell between the ages of 18-34. Registered massage therapy, it could be suggested, is being perceived as a lifestyle benefit.
How Are Benefits Plan Carriers Trying to Adapt?
With a constant shift in the labour force, many benefits plan sponsors and carriers have been testing longer-term eligibility periods for things like paramedical benefits. The goal is to minimize claims that are for recreational use while still rendering appropriate services to those who most need these types of benefits for therapeutic or chronic care.
Some carriers have also bundling paramedical services into a lump-sum allotment, proposing per certificate coverage instead of per insured coverage. Hybrid plan models are also being introduced. According to Benefits Canada, it costs employers as much as 35% of an employee’s Salary annually, in additional compensation.
In 2016, only 23% of employee health benefits plans in Canada had a flexible structure. As many as 64% of those surveyed expressed the desire to have more control over health benefit plans.
For instance, with a Health Care Spending Account, employers can offer their employees more control over their benefits, and employers can save because they will only pay for what has been used.
To enquire about Health Care Spending Accounts or to learn more about how the labour force is changing benefits plans, call Benefit Strategies Inc. in Edmonton, Alberta at 780-437-5070 or send us an email.
[vc_row][vc_column][vc_column_text]Recent surveys confirm employee anxiety during coronavirus is still rising. With the loss of Canadian income and employment both anxiety and alcohol consumption are on the rise.
The global COVID-19 pandemic is a major contributing factor for anxiety and overconsumption in the workforce. In these times of uncertainty, it is paramount that employers do what they can to protect the health and wellbeing of not only their own families but also employees and their families.
In this blog post our experts at Benefit Strategies Inc. will take a look at employee benefits by generation, where we can see there are some marked differences.
We live in a unique time where the North American workforce is comprised of four generations of workers that represent a diverse age group. It’s no wonder that the needs and wants of each age group will also define the employee benefits by generation.
What are the Generations?
The generation born between 1927 and 1945 is known as the Mature/Silent generation. Many have since passed on and most of those that still remain have retired and no longer contribute to the workforce.
The four generations that currently make up our North American workforce include:
- Baby Boomers – born 1946 to 1964 (76 million US births)
- Generation Xers – born 1965 to 1980 (82 million US births)
- Millennials or Generation Y – born 1981 to 2000 (73 million US births)
- Generation Z – born 2001 to present (74 million US births)
Even though most baby boomers are approaching retirement age, many are still in the workforce primarily due to today’s high cost of living. However, you can define employee benefits by generation based on the different challenges and different needs and wants for each age group.
Types of Employee Benefits by Generation
Because we still have such a diverse range of ages in the workforce, employers must look at their different needs and offer the types of benefits for employees that meet all age groups. Today’s employers are recognizing the need for employee benefits by generation, so most benefit packages tend to be customized.
Many of today’s older generations, like Baby Boomers and Generation Xers, are caring for their elders as well as their children. They tend to lean towards security and health and wellness benefits, which may include, among others:
- Health Insurance Benefits
- Life Insurance Benefits
- Retirement Benefits/Accounts
- Estate Planning Advice
- Long Term Care
- Vison Coverage
- Critical Illness Insurance
- Group Life Insurance
Millennial (Generation Y) employees tend to request specific employee benefits such as:
- Dental Coverage
- Financial Wellness Packages
- Wellness Programs
- Healthcare Spending Accounts
- Reimbursement Accounts
- Long (and Short) Term Disability Benefits
- Travel/Commuting Assistance
- Relocation Assistance
The younger Generation Z (and some Generation Y) employees tend to request more lifestyle employee benefits. Many want to work remotely and may request benefits such as:
- Flexible Work Hours
- Tuition Reimbursement
- Paid Vacation Time
- Gym Memberships/Discounts
- Telecommuting Options
- Sick Days, Vacation Days, and other Paid Time Off
Every company wants their employees to be more productive and more successful. The priorities for employees, on the other hand, are quite different. Regardless of age, employees are mostly concerned about personal and financial self-improvement.
By understanding your employees’ priorities and addressing employee benefits by generation and their specific needs, you can ensure your company’s continued success.
About Benefits Strategies Inc.
Benefit Strategies Inc. specializes in building custom employee benefits packages as well as executive benefits programs. We are located in Edmonton Alberta and serve clients throughout the Western Provinces as well as the Yukon and the Northwest Territories.
If your business has a staff of 10 or more employees, we can help you design and implement an affordable and competitive employee benefits package. Please call our us at 1-780-437-5070 or send us an email.
Visit this article to learn more about Boomers, Gen X, Gen Y, and Gen Z.
In this Benefit Strategies blog post we’ll offer some guidelines on how to design an employee benefits program that attracts great employees and won’t break the bank.
As a business owner, you often have to put so much on the line when it comes to attracting, hiring, and retaining talented employees. And, when it comes to compensation and perks, today’s employees expect a lot. That said, your employee benefits package doesn’t necessarily have to be your biggest business expense.
In this article, we will show you how to take a more strategic approach to designing an employee benefits package including:
- Having clearly defined goals that are specific, relevant, attainable, and measurable
- Remaining competitive as well as financially viable
- Differentiating between required and optional benefits
- Communicating additional perks and advantages to employees (and potential employees)
Have Clearly Defined Goals
You must know what your goals are and what will fit within your budget when designing an employee benefits package. Do you have a clear “why” in wanting to offer employee benefits? Are you trying to attract highly qualified talent? Do you know what benefits your competitors are offering and why potential employees may choose them over your company? The more focused and realistic you can be the better.
Be Competitive but Also Financially Viable
Do you know how much you can spend? Are you clear on how to design an employee benefits program that is both affordable and competitive? You can only pay what you can afford so to remain competitive you may have to find other perks that you can offer that your competitors can’t. For more on how to budget appropriately, check out this Canadian Business article entitled, “How Much Should Your Company Spend on Employee Benefits”
Understand Required Vs Optional Employee Benefits
Some employee benefits (worker’s compensation for instance) may be required by federal and/or provincial law. It’s best if you also include the cost of these “required” benefits in your overall budget. Optional employee benefits like health insurance, life insurance, and disability insurance may be chosen based on cost and the needs of the talent you are trying to attract and retain. Your employee benefits broker can help you understand and choose which optional benefits are best for your circumstances.
Communicate Additional Perks
Health, life, and disability insurance are the common types of optional employee benefits. However, many smaller businesses may be able to offer additional perks that their larger competitors may have overlooked or simply don’t offer. These might be the kinds of benefits the employees need that makes them feel your company may be a better place to work at.
Maybe you can offer a flexible work schedule or allow your employees to telecommute. Perhaps you can contribute to a health spending account on the employee’s behalf or offer paid time off for things like volunteer work. Make sure these potential perks are communicated clearly to existing employees and especially to potential employees during the interview process.
Use Annual Statements to Summarize the Value of Your Benefits
As humans, we tend to believe what we see in writing. It’s a good policy to provide your employees with an annual statement that outlines not only their wages, but also the dollar value of all the benefits they are receiving. Let your employees see in writing that the value of their compensation is a lot higher than just their wages.
Learn More on How to Design an Employee Benefits Program
If you already have an employee benefits program but feel you need to explore other options, or if you need help designing a plan that better fits your budget and employee’s needs, give us a call.
Benefit Strategies Inc. is located in Edmonton Alberta and has be serving businesses throughout the Western Provinces, the Yukon, and the Northwest Territories for more than four decades.
If your business employs 10 or more employees and you want to learn more about how to design an employee benefits program that is affordable and competitive, please call our us at 1-780-437-5070 or send us an email.
How will the new 2019 Federal Budget impact benefit plan sponsors, employees, and employers?
National Pharmacare Program
With the March 2019 Federal budget, progress is being made towards instituting a National Pharmacare Program. The move away from Provincial Pharmacare Programs involves projects to develop a National Drug Formulary and the creation of a Canada Drug Agency (CDA) plus a National Strategy for High-Cost Drugs and Rare Diseases.
Our publicly funded health care system is based on need and is the envy of many countries around the world. However, a National Pharmacare Program would cover the costs for expensive drugs necessary to help Canadians with certain rare diseases.
Protect Employees & Pensions from Employer Insolvency
The new Federal budget is also looking into how to improve creditor protection for plan members should an employer declare bankruptcy. The goal is to improve the fairness and transparency of the insolvency proceedings and make them more accessible for plan members.
Canadian Training Benefit
As of 2020, if you are an employee between the ages of 25 and 64 and with an income of less than $150,000, you may be eligible for the Canadian Training Benefit. This EI Training Support Benefit provides an automatic credit of $250 per year (with a $5000 lifetime limit). The benefit can be used for up to 4 weeks of leave or towards training fees for college, university, or any other eligible institution. You must have 600 insurable hours to qualify.
For more information about the 2019 Federal Budget in Canada, visit the Government of Canada page entitled, Investing in the Middle Class.
Need Help with Employee Benefits Plans?
If you are an employer and you want to learn more about what you can do for your employees, our employee benefits brokers can help.
If your business employs 10 or more employees and you don’t currently have an employee benefits plan, let us show you how a well-designed plan can benefit your employees and your business.
Benefit Strategies Inc. is located in Edmonton Alberta and we service businesses throughout all the Western Provinces plus the Yukon and the Northwest Territories.
Mental health support and complete drug coverage are both central in the new SMARTspend benefits plan by Green Shield Canada.
Although massage therapy coverage has been terminated, the SMARTspend benefits plan is a revolutionary product by Green Shield Canada that will focus on:
- Better support for mental health
- Options for digital mental health support
- 100% coverage with no dollar caps for managed drug formularies
- Coaching by Pharmacists
- Coaching by Dietitians
- Vision care benefits
- Dental care benefits
David Willows, chief innovation and marketing officer for Green Shield Canada, explains that the new SMARTspend benefits plan is a holistic response to cost containment, scientific literature, and outdated standardized plan designs. Older plan designs he says don’t reflect value and haven’t kept up with the increase in chronic diseases, mental health issues, or the impact of expensive drugs.
According to The Canadian Mental Health Association:
- 50% of the population aged 40 or over has had, or currently suffers from mental illness
- In 1998, the costs to treat mental illnesses in Canada was estimated at approximately $7.9 billion
- $4.7 billion of those dollars were spent on care
- $3.2 billion of those dollars were spent on treating disabilities and early death
Sponsors of the SMARTspend benefits plan can also add healthcare spending accounts and additional funds for massages and personal healthcare as options.
The prevalence of mental illness and its toll on the Canadian healthcare system make a compelling case for investing in mental health in Canada.
Still Have Questions About SMARTspend Benefits Plan?
Let Edmonton’s Benefit Strategies Inc. introduce your company to the new SMARTspend benefits plan by Green Shield Canada. For more information, call our benefits brokers at 1-780-437-5070 or send us an email.
Employee productivity and engagement, wellness, and attracting and retaining employees are among the top workforce priorities for Canadian employers, according to a new survey
The survey polled approximately 200 Canadian plan sponsors in relation to their group benefits, priorities in the workforce, and more.
Top 10 Priorities
- Employee productivity/engagement
- Employee wellness
- Attracting, retaining employees; developing skills for changing the business environment
- Workplace mental health
- Employee financial wellness
- Family support obligations, the effect on productivity and well-being
- Chronic illness, the effect on productivity
- Multi-generational workforce
- Delayed retirement – productivity and performance challenges
- Delayed retirement – employees working past normal retirement age
Health, wellness, and engagement are key. How do you creatively implement and activate cost-effective employee benefit plans to support your workforce priorities?
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