Canadian employers are falling short on the benefits workers value most, even as more than half stretch salary budgets to land specialized talent, according to Robert Half's 2027 Canada Salary Guide.
The talent solutions firm, which released the guide on October 1, compared the benefits employers offer with those workers say they value. It said the largest gaps can show where benefits investment matters most.
The widest gap is in cost of living adjustments, offered by 18% of employers but valued by 50% of workers. Extended health insurance is offered by 38% of employers against 59% of workers who value it, and coverage for high-cost specialty drugs by 33% against 50%.
Employer retirement plan contributions are offered by 30% of employers and valued by 45% of workers. Flexible work schedules are offered by 52% against 66%, and annual raises by 30% against 41%.
The guide also lists emerging benefits that could help employers stand out, including stress management or coaching programs, sleep health programs and GLP-1 medications for weight loss. Family-focused options include paid eldercare support, adoption assistance, in vitro fertilization and surrogacy.
Beyond statutory programs such as the Canada Pension Plan and Employment Insurance, extended health, dental, life and disability coverage are voluntary for Canadian employers. For benefits advisors and plan sponsors, the gaps on extended health and specialty drugs point to where plan design conversations are most likely to land at renewal, particularly as GLP-1 drugs move onto employers' radar.
The guide found that 55% of managers are offering salaries above what they planned, and 61% cite specialized skills as a key reason. Six in 10 organizations are increasing compensation budgets to attract in-demand talent, despite cost pressures.
Salaries for new hires are projected to rise by between 1.1% and 1.8% across the six professional fields the guide covers, with a national average increase of 1.4%. The ranges reflect base pay for new hires at all levels of experience.
Several roles are expected to exceed that average. Marketing automation specialists are projected to rise by 5.9%, business intelligence developers by 5.3% and chief information security officers by 5.2%. Litigation support and eDiscovery directors are projected at 5.1%, digital strategists at 5% and controllers at 4.1%. Smaller increases are forecast for roles such as HR assistants (1.8%) and office managers (2.1%).
Robert Half said 63% of managers are increasing pay for professionals with relevant AI skills, and 32% say AI expertise commands a greater premium than other technology skills.
"The growing demand for AI-related expertise reflects a broader shift toward specialized skills across the workforce," said Koula Vasilopoulos, senior managing director, Robert Half, Canada. "Many employers are moving away from broad-based pay increases and adopting more targeted compensation strategies to invest in specialized and hard-to-find skills that support business priorities."
In finance and accounting, 54% of hiring managers are offering salaries above planned ranges, and 82% cite specialized expertise as a reason, the firm said.
The guide found 70% of companies are taking pay transparency steps beyond legal requirements. Robert Half said 93% of employers use or plan to use external market data to benchmark pay, and 96% of hiring managers already include or plan to include salary ranges in job descriptions.
Managers named three main benefits of posting ranges: a higher-quality candidate pool (49%), more efficient salary negotiations (46%) and reduced time to hire (33%).
"Salary transparency is shaping how organizations attract and retain talent," Vasilopoulos said. "When organizations combine reliable market data with transparent compensation practices, they can make salary decisions with confidence, set clear expectations with candidates, streamline hiring decisions, and support stronger retention outcomes."
The figures are starting salaries only, meaning base pay for someone newly hired into a role, and pay can vary by location, Robert Half says. The 2027 Canada guide draws on market data, insights from Robert Half's talent solutions professionals, and survey findings from more than 2,850 hiring managers, business leaders and employed workers across Canada.
