New survey data from RBC Insurance pointed to significant gaps in group benefits coverage among Canadian employees, with affordability, accessibility and awareness identified as key barriers.
The findings suggested that current benefit offerings may not align with the needs of certain groups, including women, younger workers and individuals managing chronic health conditions.
According to the report, three-quarters (75%) of women surveyed indicated they need or want benefits that address women’s health concerns, such as fertility and menopause services. Compared to men, women were more likely to report limited coverage (31% vs. 22%), difficulties booking appointments (25% vs. 17%), and cost-related barriers (68% vs. 49%). Mental health challenges were also cited more frequently by women (33% vs. 17%) as factors affecting their well-being.
“There's a real opportunity to close the gap between what employees need and what they receive,” said Tony Bruin, head of Group Benefits at RBC Insurance. “The more an employer tailors and prioritizes more inclusive and relevant benefit solutions, the more they can truly support their employees.”
Chronic health conditions were also identified as a concern, with 54% of respondents reporting that they or their spouses live with at least one such condition.
Among those managing physical, developmental or mental health-related disabilities, roughly 30% said their coverage was not adequate, often leading to out-of-pocket expenses they found difficult to manage. Overall, 58% of respondents cited affordability as a factor impacting their ability to access care.
The survey also highlighted challenges faced by younger employees. One in five workers aged 18 to 34 said they were unsure about the benefits available to them, compared to 13% of those aged 35 to 54 and 12% of those 55 and older. Many in this age group also said current coverage levels did not meet their needs.
While they expressed interest in improving their financial health, reducing stress, and achieving work-life balance, respondents pointed to cost (59%), lack of time (40%), and low motivation (44%) as obstacles.
Bruin said demographic and health-related shifts in the workforce present an opportunity for employers and providers to re-evaluate current benefits plans.
“As the workforce becomes more diverse across age, gender, and health needs, employers and group benefits providers have an opportunity to reimagine what modern support looks like,” he said. “When employers focus on investing in more inclusive, tailored benefits, they can boost employee satisfaction while building healthier, more engaged teams.”
