Sun Life SVP digs into the impact of COVID-19 on claims

Early reports of the toll, COVID-19 would take on people’s mental wellbeing, particularly young people, revealed the early rumblings of a crisis in the making. A recent report from Sun Life shed further light on the full force of this impact, with the insurer registering a 51% increase in mental health paramedical claims for individuals aged 35 and under, while revealing that 16% of the total drug claims it handled in 2021 were for mental disorders.

Digging into the findings of this report, Marie-Chantal Côté (pictured), SVP, group benefits at Sun Life, shared some of the insights she and her team have gleaned from the research:

1. According to Sun Life's Designed for Health report, mental health drug claims between 2019 and 2021 surged among young Canadians. What do you think is contributing to this alarming increase?

It is no surprise the pandemic has taken a toll on the mental health of Canadians. Sun Life’s Designed for Health report shows just how impacted young people have been. For those 30 and under, drug claims to treat mental disorders increased 24%. We think there may be a few key factors contributing to this increase.

The first is increased awareness and discussion around mental health. While statistics in the report may seem alarming, they could signal an increase in awareness of mental health issues. This may be helping to create meaningful discussions to break the stigma and encourage people to seek treatment for their mental health.

Increased stress load may be another contributing factor. Mental disorder claims were already on the rise pre-pandemic. However, the pandemic may have exacerbated many of the stressors young Canadians were already experiencing. This includes precarious financial situations, and employment and life milestones impacted by pandemic lockdowns.

2. The report also saw an increase in claims for adults between 30-39. Are the same factors responsible for this age group?

Sun Life’s Designed for Health Report shows the growth in mental disorder drug claims for those ages 30-39 rose 13% between 2019 and 2021. While this age group would have faced similar challenges to younger Canadians, there are some differences. Canadians aged 30 -39 were more likely to face the demands of domestic responsibilities. This includes caring for ageing parents or balancing childcare and virtual school.

3. From your perspective, what were some other standout trends from the report?

Since the onset of the pandemic, we’ve seen emerging themes with disability claims. Mental disorder claims remain the main driver for long-term disability claims, but new trends and potential impacts are emerging.

Chronic diseases are on the rise following delayed screenings and treatment during the pandemic. As well, we saw a decrease in long-term musculoskeletal disability claims throughout the pandemic. This is likely temporary. These will likely begin to rise as people transition back to work and pre-pandemic routines.

Delayed interventions and treatment due to the pandemic could mean more serious conditions and prolonged recoveries in the future. Understanding current trends and those on the horizon can help organizations when creating a workplace health strategy. This will ensure companies are preparing, managing and mitigating what’s to come.

4. What can Canadian employers do to help support their Employees' mental health?

Employers have an important role to play in promoting a safe and inclusive work culture around mental health.

Employers can start by helping to remove stigma around mental health disorders. Stigma is a key barrier to seeking help for many Employees. Organizations need to prioritize and encourage conversations from the top down around health and well-being. They can also help facilitate access and affordability to treatment, resources and tools that connect Employees with mental health support.

To help employers create mentally healthy workplaces, we created a Mental Health Strategy Toolkit. It’s a free, digital self-serve resource for employers (and the public) providing guidance and actionable steps as well as resources they can use to improve mental health at their organization. Organizations with a mental health strategy tend to outperform their peers across key measures, from shareholder returns to, most importantly, their Employees’ health and well-being.

5. And what can the average Canadian do to ensure they remain mentally healthy?

Mental health is one of the key health concerns of our time. A few ways Canadians can prioritize their mental health include:

1. Knowing what support is available to you  – 60% of working Canadians with a mental health issue aren’t using their workplace benefits. Knowing what tools and resources are available to you is a great first step to take care of your mental health.
2. Having open and supportive conversations around mental health. This can help reduce stigma and encourage people to seek treatment for their mental health.
3. The earlier you can access mental health support the better. Research shows the severity and duration of mental disorders are reduced the sooner people access care.

6. Why are benefits important to supporting workplaces?

Workplace benefits empower employees to take charge of their health. We know the earlier someone receives care, the better. They also reduce stress by easing the financial burden. By preventing and mitigating health risks, benefits can help employees live a healthier life.

A strong workplace culture of health is imperative to employee and organizational success. Many employers view workplace benefits as an investment, not a cost. This is because they attract and retain top talent and can reduce casual absences and disability leave. Organizations that make their Employees’ health a priority not only see their people thrive but see their businesses thrive.

What are your thoughts on Sun Life’s recent report? Please feel free to share your comments below.