Get a Quote

Latest News from Immix Group

Category: Long-Term Disability Coverage

Unmasking Mental Health: From Awareness to Action

Posted on by Immix Group

by Lindsay Byrka | B.A., B.Ed, CFP | Vice President

Mental Health Awareness Week in Canada takes place the first full week of May. This year’s theme—Unmasking Mental Health— is a reminder that behind every desk are real people with real challenges, struggles, and emotions—often not visible or obvious to those around them.

As described by the Canadian Mental Health Association, many who live with mental health challenges hide behind a ‘mask’ in order to protect themselves from judgement and discrimination. This is a heavy burden to bear.

There’s No One-Size-Fits-All—For Benefits or for People

At the Immix Group, we often say, “No two companies are the same—so why should their employee benefits programs be the same?” This belief extends to mental health support as well. Every organization is unique. That means their approach to mental health and wellness must be too.

As an independent employee benefits consulting firm based in Vancouver, we’ve seen the value of proactive planning. Resilient companies don’t just react—they design their programs to prevent issues before they escalate, and that starts by tailoring your plan to fit your people.

A Thoughtful Plan Design with Comprehensive Mental Health Supports

While we recognize that there is more to a healthy workplace than the benefits offering, this is the area where the Immix Group provides our expertise. At the Immix Group, we work with organizations to build custom employee benefits packages that include proactive and preventative offerings including:

  • Flexible benefits that allow employees the autonomy to direct dollars to where they are most needed
  • Ongoing employee wellness initiatives; access to varied resources, webinars, specialized practitioners and more
  • Enhanced offerings for mental health practitioners that include a full range of providers
  • Access to mental health resources including the many resources contained within robust Employee & Family Assistance Programs
  • Methods and funding to support physical activity and social connection
  • Financial well-being through group savings programs and financial literacy education opportunities
  • Clear and compassionate return-to-work pathways

The best prevention is a plan rooted in your culture, values, and people. These supports might not always be visible—but their impact is.

Start with Clear, Consistent and Open Communication

It is essential to clearly communicate the many mental health resources available to members through the various elements of their benefits offering. Many people are simply unaware of the supports that exist. Simply reminding and assisting employees with accessing the resources available to them goes a long way.  

Additionally, creating a safe environment starts with open communication. Encourage employees to share concerns early and reach out for support; that simple shift can mean the difference between a short-term challenge and a long-term leave.

Mental Health Claims Make up over a Third of Disability Claims

However, despite the best efforts of organizations to offer support to employees, disability claims will inevitably occur. Mental health now accounts for over one-third of disability claims in Canada, with conditions like anxiety, depression, and stress-related disorders among the top causes of both short- and long-term absences.

In short, mental illnesses are medical conditions that can affect people in many ways—impacting thought processes, emotions, behaviours, sense of self, relationships, and the ability to cope with stress. These challenges can, in turn, influence a person’s capacity to work and engage socially. (Government of Canada, 2023).

Even if a claim begins as physical, mental health concerns can become part of the picture over time. While these claims can be complex, the good news is that carriers and providers have made significant strides in how they approach mental health claims.

Early Intervention is Key

The statistics are clear: the first 30-60 days of a leave are a pivotal window. Prolonged silence or disconnection can complicate recovery, deepen isolation, and extend absences.

Whether through HR, managers, or a disability support partner, reaching out isn’t just a formality—it’s a signal of care. It keeps the door open for return and reduces the mental health strain of feeling “out of sight, out of mind.” Key strategies to support recovery from day one:

  • Maintain consistent, supportive and appropriate communication—don’t go silent
  • Build confidence in the disability management process with clear plans and shared understanding
  • Help employees feel tethered to their purpose, team, and workplace

The goal is to help employees on leave feel engaged. Once disengagement sets in, recovery becomes harder—for the employee and the organization.

The Cost of a Disengaged Leave

According to Service Canada, extended leave can cause employees to lose their sense of structure, identity, and connection. From a business standpoint, the cost is also significant—emotionally (for example, the impact on coworkers) and financially (lost productivity, hiring and training a replacement).

Industry data shows that after 6 months on leave, the chance of an employee returning to work drops to 20%. After 11 months, it drops to just 2%. In short, the longer someone is off work, the less likely they are to return. 

Let’s be clear: the goal is not to rush anyone back to work who is not medically ready. Employees who meet the definition of disability are rightfully entitled to benefits. But it’s essential to balance recovery with strategic engagement—so when they are ready, they feel connected and the path back is clear.

Plan Proactively: Support Your People and Your Organization

For the small and mid-sized businesses with whom we work, while they may not have a robust HR department, they can still implement a basic checklist of touch points to ensure connection is maintained. And they can work with our team at the Immix Group for guidance every step of the way.  

For larger organizations, it may make sense to partner with a speciality provider in this area, and to implement a formal Early Intervention Program (EIP). A provider with whom the Immix Group works is Acclaim Ability Management . Organizations like Acclaim make a measurable difference. Their specialized services include:

  • Early clinical intervention
  • Mental health triage and support
  • Guided communication strategies between employer and employee
  • Coordinated return-to-work planning

Companies like Acclaim don’t just manage claims—they manage the experience, from the first day of leave to the first day back. Their support ensures the process is human, effective, and efficient.

Return to Work with Support and Compassion

Research shows that returning to work as soon as possible—when medically appropriate—can support faster recovery and improve overall well-being. Benefits of an early, supported return include:

  • Aiding rehabilitation and mental health recovery
  • Preserving income and independence
  • Reducing long-term incapacity and isolation
  • Strengthening confidence and self-worth

For employers, it’s important to communicate clear expectations and be ready to offer modified duties and timelines. Having the employee come back under a modified return-to-work plan can greatly improve their chances of returning to their pre-disability functions.

Engagement Matters at Every Stage

To sum it up, support shouldn’t start at diagnosis or when an employee takes leave, and it shouldn’t end when someone returns to work. True support and engagement means:

  • Aligning your benefit offerings with your values
  • Regularly sharing resources and mental health supports
  • Creating a culture where asking for help is safe
  • Maintaining connection through leave and reintegration

When employees know your support is real, they feel seen, supported, and secure.

More Than Just a Benefits Program

At the Immix Group, we design benefits programs that do more than check a box. We build plans that connect, protect, and reflect your people. Because when your people feel supported, your business is too.

Curious to know if your employee benefits program is aligned with your organization’s unique needs? Email info@immixgroup.ca today or call (604) 688-5559 to speak with an Immix team member today; we love to hear from you!

Top 8 FAQ’s

The theme is Unmasking Mental Health—a reminder that behind every desk are real people with real challenges, struggles, and emotions.

Because no two companies—or their people—are the same. A tailored approach ensures your plan actually fits your team and their needs.

Proactive supports include flexible benefits, wellness initiatives, enhanced mental health practitioner access, EFAP resources, funding for physical/social activity, and financial literacy education.

Many employees are unaware of available resources. Open, consistent communication helps ensure supports are actually used—and that people feel safe asking for help.

Mental health conditions now account for over one-third of disability claims in Canada, with anxiety, depression, and stress-related disorders being top causes.

The first 30–60 days are critical; staying connected shows care, prevents isolation, and helps pave the way for a successful return.



The longer someone is off, the less likely they are to return. After six months, return-to-work chances drop to 20%; after eleven months, just 2%.

With clear expectations, modified duties, and compassionate communication. Support that begins early makes all the difference in recovery and reintegration.

Top 5 key takeaways:

  • Mental health support should reflect your company culture. A plan rooted in your organization’s values and people—not just policy—drives real results.
  • Employee engagement begins before a leave and continues through reintegration. True support spans the full recovery journey, not just the crisis moment.
  • Small and mid-sized businesses can still implement effective mental health strategies. Even without large HR teams, consistent check-ins and partnering with experts like ourselves, the Immix Group, makes a difference.
  • Carriers and providers are evolving in their approach to mental health. Claims may be complex, but modern tools and strategies make them more manageable and human-centered.
  • Mental health is both a human and business priority. The emotional and financial cost of disengagement is high—but preventable with thoughtful planning.

Read More

How Disability Management Fast-tracks Employee Health & Return to Work            

Early Intervention and Return to Work Program for supervisors – Province of British Columbia

Support for Recovery – Canada.ca

Acclaim Ability Management

Canadian Mental Health Association

Lindsay Byrka

Lindsay Byrka BA, BEd, CFP

Vice President, Immix Group: An Employee Benefits Company
A Suite 450 – 888 Dunsmuir St. Vancouver V6C 3K4
O  604-688-5262 

E lindsay@immixgroup.ca
W www.immixgroup.ca

Facebook
Twitter
LinkedIn

Latest Insights

Disability Insurance

Posted on by Immix Group

by Lindsay Byrka, BA, BEd, CFP®

 

Dig Deeper into Disability Insurance

Trying to wrap your head around Long-Term Disability insurance? Wondering about the differences between your group Long Term Disability and an Individual Disability plan?

Group benefits plan administrators, have you done your part to ensure your employees understand their coverage and the monthly amount they would receive in the event of a disability?

As benefits advisors in Vancouver, BC, we strongly believe in the need for thoughtful, quality disability insurance products. The focus of this article is to provide deeper insight into the importance of disability insurance, the basics of group Long Term Disability, and how an individual policy may come into place.

Key Takeaways:
  • 1 in 6 people will experience a disability before age 65.
  • Mental health is the largest category of claims, at 31%.
  • Just under 50% of people have group Long Term Disability plans through an employee benefits program. Of those without workplace coverage, only around 15% have individual plans.
  • Even with a group Long Term Disability plan in place, many do not have adequate coverage (amount or quality can be lacking).
  • It’s essential to know how much coverage you have and to understand how your plan works.
  • Employers must be diligent in ensuring employees understand their coverage level and plan parameters.
  • Employers can help bridge shortfalls in coverage by organizing for underinsured employees to place top-up disability policies.
  • Group Long Term Disability is typically provided through an employer and has set coverage limits and parameters, while individual disability insurance is personally obtained, customizable, portable, and not tied to employment.

It’s more common to experience a Long-Term Disability than most people realize

 

Everyone knows someone that’s been diagnosed with a serious illness, or experienced a significant injury – unfortunately, it’s all too common. This almost always means a significant amount of time off work, or in the most serious situations, the inability to work again due to a permanent disability.

While many people consider the medical and lifestyle implications, people often fail to think through the financial impacts of no longer being able to work. There is an expression in the insurance industry- “Your health is your wealth” – and this couldn’t be more true! For most people, being healthy directly ties into their ability to provide for themselves and their families.

 

Disability insurance is income replacement insurance

Most people are familiar with disability insurance, but they may not think of it for what it really is, which is “income replacement insurance.” But how much do you need? When people are asked “What percentage of your income would you need if you were no longer able to work?” many people state: “All of it.” The fact is, becoming sick or injured usually means more expenses, not fewer. Having your income reduced or eliminated for a period of time can completely derail your ability to stay on track with goals for yourself, your family, and your business.  

The statistics are surprising: 1 in 3 Canadians will become disabled and unable to work before the age of 65 (RBC Insurance).

disability insurance

Source: RBC Insurance. “Sales Resource Centre.” RBC Insurance, June 2024, www.rbcinsurance.com/salesresourcecentre/file-777224.pdf. Accessed 28 June 2024.

A common misperception surrounding disability insurance

Many people believe that all medical costs relating to serious life-impacting illness and injury are insured either through provincial health care or your employer-sponsored extended medical plan.

Unfortunately, this is rarely true. Many expenses arise in connection with disability, including:

  • Uninsured medical expenses for equipment, drugs, and practitioners (physiotherapy, orthopedic braces etc)
  • Time off work for the other spouse to be a caregiver
  • Modifications to your home (ramp, grab rails, renovations to relocate bedrooms, etc.)
  • Assistance with childcare, cleaning, cooking or other daily activities

Disability insurance provides you with a continuing income while you are unable to work.

 

Far too many people are not insured or are under-insured

Just under 50% of people have group Long Term Disability plans through an employee benefits program. Of those without workplace coverage, only around 15% have individual plans.

Unfortunately, many people are completely uninsured in this area. This means if something were to happen, they would be reliant on just EI Sickness benefits through Service Canada. The 2024 maximum payment is 55% of your weekly earnings, to a max of $668 a week (taxable) for a maximum of 26 weeks duration. There is some coverage through the Canada Pension Plan, but again, it’s difficult to qualify and benefits are minimal.

For most people, this is totally inadequate. The bottom line, relying on government coverage is not ideal.

 

Why don’t all employers offer group Long Term Disability?

While we encourage employers to implement group long term disability coverage, stats show under half of workplace plans include this crucial coverage line!

A few common reasons are:

  • Cost of coverage: Long Term Disability premiums should be employee-paid to create a tax-free benefit in the event of a claim; it can be difficult to get employees on board with paying a portion of the benefits premiums, especially if the plan has traditionally been an employer-paid benefit. Unfortunately, employees often misunderstand the importance of this coverage line and simply do not want to pay the premium.
  • Uninsurable industries: Some industries are difficult or impossible to insure due to the risk of claim; different insurers have different requirements, but all have industry lists of occupations they will not insure.
  • Size of the group: Some insurance providers will not implement group Long Term Disability for groups under a certain headcount, although there has been increasing flexibility in this area. For many small employers, they feel they cannot afford to offer more than a basic health and dental plan, or they do not feel the need to offer comprehensive coverage.
  • Misperceptions: Many employers and employees fail to understand the importance of this coverage and may have incorrect assumptions regarding government programs.

From our perspective at the Immix Group, education in this area is key! While we don’t think twice about insuring our valuable physical possessions (our house, car, boat, jewellery), and most people understand the need for life insurance, disability coverage is too often overlooked.

 

A typical group Long Term Disability plan provides good coverage for most people

Firstly, let’s address group Long Term Disability coverage; it’s our belief that this should be included in all employee benefits programs. A typical group long term disability plan is set up as follows:

  • 67% of monthly earnings to a maximum benefit amount (for example, $5,000 per month);
  • A Non-Evidence Maximum (NEM) applies, which is the amount of coverage you can get without providing evidence of good health (for example, $3,000);
  • Coverage (and potentially benefit payments) continue to age 65;
  • A two-year ‘own occupation ‘period usually applies.

These limits are based on the group: average income, occupation, and overall size. Generally speaking, the larger the group and the higher the average income, the higher the NEM and Max Benefit.

Many people find themselves under-insured through a group Long Term Disability plan

For a percentage of groups (this varies greatly depending on the group) the higher earners find themselves underinsured through a group plan. While advisors can request for increases to the group limits, there are often outliers who simply cannot be adequately insured due to the limits the insurer imposes. Consider the following simplified example:

  • Annual Income: $200,000 ($16,667 monthly gross, ~$10,000 net)
  • Group Long Term Disability: $5,000 per month max
  • Income Replacement Percentage: 50% ($5,000/$10,000)
  • Shortfall: ~$5,000 per month

In the example above, the individual insured may have no idea they would be receiving only around half their pre-disability income; many people simply do not pay attention to the specific details of their coverage.

The most common types of claims? This may surprise you, but Mental Health claims are the largest category of disability claims.

Types of disability claims

Source: RBC Insurance. “Sales Resource Centre.” RBC Insurance, June 2024, www.rbcinsurance.com/salesresourcecentre/file-777224.pdf. Accessed 28 June 2024.

We strive to ensure HR personnel and other leadership are aware of potential shortfalls

At the Immix Group, we review the list of those with a disability shortfall at every program renewal; it’s important that those with shortfalls are aware they are not fully insured. It is the role of the plan administrator to ensure this information is clearly passed along to affected plan members. Individuals may be able to apply for amounts above their Non-Evidence Maximum, or they may wish to pursue a top-up disability plan. But the first step is ensuring the details are made clear to the member.

Bridging the gap with Individual Disability top-up plans

Many people seek out individual disability policies, and in fact, we assist with this every day.

For those with a shortfall in coverage, it’s important that plan administrators ensure they are presented with their options and assisted through the process by a qualified advisor.

Whether you are seeking an Individual Disability policy because you do not have access to a group plan, or you are seeking to “top-up” the coverage on your group Long Term Disability plan, the process is similar.

In contrast to a group disability plan, individual policies are usually fully underwritten which means a medical and financial assessment is made by the insurer. An exception is with Guaranteed Standard Issue group disability policies, which in short, is a group of individual policies issued to a group of qualifying employees, with limited underwriting.

What about Short Term Disability coverage?

A small percentage of companies provide insured Short Term Disability coverage, and some companies provide some form of in-house continuing income. However, this is not required and the majority of employers default to Government Employment Insurance Sickness Benefits for the duration of time prior to Long Term Disability benefits beginning.

Key differences with Individual Disability policies compared to group Long Term Disability plans

Beyond increasing the amount of coverage to ensure you are fully covered, there are many features available within individual policies that are superior to most standard group long term disability:

  • Portability; The contract is not connected to your employment, you take it with you wherever your career takes you.
  • Individually underwritten; this means the contract is customizable, to an extent. For example, a situation that would result in a “decline” of coverage over the non-evidence maximum under a group plan might be listed as an exclusion under an individual plan.
  • Key riders: individual contracts often allow for popular and beneficial riders to be included:
  • Future Income Option: this allows for your coverage to be increased as your income rises, without medical underwriting.
  • Cost of Living Adjustment: this ensures your benefits during a claim are increased to keep pace with inflation.
  • Controlled cost: Pricing is locked in for the duration of your contract, which is typically to age 65.
  • Own Occupation to age 65: This means you are covered for your “own occupation” to age 65, and not for the typical 2-year duration (details below).

While in some circumstances these features can be included under group Long Term Disability plans, they are not common and are more costly to include.

 

The “definition of disability” is the most important feature of your plan

A certain “definition of disability” applies- in short, this is how the insurer will define what is considered “disabled”, and under what exact circumstances the contract will pay out to the sick or injured claimant. Very broadly (please note insurers differ):

  • “Own Occupation” refers to being unable to perform all or the majority of the duties of your occupation
  • “Any Occupation” refers to being unable to work in any capacity or at any job.

Under a typical group plan, the first two years of disability cover the insured person for their “own occupation.” After two years, the person is considered disabled based on meeting the definition of disability for “any occupation,” a more restrictive definition.

In contrast, many individual plans cover the insured person on an “own occupation” basis to age 65. This varies between plans, and availability varies based on the insured’s unique characteristics and occupational duties.

The wording used in the contract is crucial and differs between insurers; our role is to understand this and ensure that coverage is appropriate based on the unique needs of the group or individual.

 

Long Term Disability coverage is essential and needs to be understood

For the majority of people, the coverage through a group benefits program will provide them with income replacement to the allowable limits (you cannot be insured for greater than your pre-disability income), meaning they are adequately insured, with regards to the dollar amount of coverage in place.

But, as we have alluded to, the quality of the coverage requires a deeper dive, and one size does not fit all.

 

What should employee benefits plan administrators and HR personnel do?

Know the numbers– do shortfalls exist for your team? If so, to what extent? Can this be addressed adequately through the group insurer? Have you clearly communicated to each plan member the details of their group Long Term Disability coverage and ensure they understand how to apply up to the maximums available, whether this is through the Group Long Term Disability or through a top-up policy?

 

The Immix Group is here to help

Part of our role as Canadian benefits advisors involves analyzing and making recommendations on the appropriate Long Term Disability program for your company, and by extension, ensuring full coverage options are made available for the individuals within your organization. The Immix Group works with businesses and individuals across Canada and across all sectors. If you would like to ensure you or your team members are adequately covered, we invite you to reach out and engage with one of our qualified advisors to discuss your options. – we love to hear from you!

Contact Us: Immixgroup.ca or call us at (604) 688-5559.  

Read More

The Power of Protection: Understanding the need for Living Benefits Insurance

– The importance of living benefits insurance: protect your financial stability in the face of illness or injury

Fewer Canadians have disability coverage through workplace benefits, leaving them more at risk

– Despite the risks, a significant number of Canadians lack disability coverage, facing financial vulnerability in case of disability

Disability: A Canadian Reality

– It’s more common than you think. Protect your most valuable asset – your ability to earn income.

Disabled Workers Face a Perfect Storm

– Canadians off work due to disability face a perfect storm.

 

Top 7 FAQs

Group LTD insurance is provided by employers and has set coverage limits and parameters. Individual disability insurance is personally obtained, customizable, portable, and not tied to employment.

Understanding your coverage is crucial because many people are under-insured and unaware of the shortfalls in their plan. This knowledge ensures you can address any gaps and be adequately protected financially in the event of a disability. 

LTD insurance provides income replacement when you are unable to work due to a disability. Group plans typically cover 66.67% of monthly earnings up to a specified maximum, continuing until age 65, with a two-year ‘own occupation’ period followed by ‘any occupation’ criteria.

Common reasons include the cost of coverage, difficulty insuring certain industries, the size of the group, and misconceptions about the necessity and importance of LTD insurance.

Yes, you can have both. Individual policies can act as a top-up to ensure you have sufficient coverage beyond what is provided by your group plan.

Individual policies offer portability, customizable coverage, key riders like Future Income Option and Cost of Living Adjustment, controlled costs with locked-in pricing, and often an ‘own occupation’ definition until age 65.

Employers should clearly communicate the details of the group LTD coverage, identify any shortfalls, assist employees in applying for maximum coverage, and offer guidance on obtaining top-up policies if needed.

About Us:

Immix Group Employee Benefits Ltd., headquartered in Vancouver, British Columbia, is an independent employee benefits consulting firm with a history spanning over 30 years. Our client-centric approach has led to successful partnerships with over 400 employers across various sectors and regions.

With longstanding supplier relationships spanning decades, we collaborate closely with insurance and investment providers, fostering a culture of mutual respect. Our role is to partner with our clients in the design, implementation, and ongoing management of benefits programs. Our consistent engagement with HR personnel, financial and operational staff, and plan members guarantees exceptional service, comprehensive coverage, and sustainable costs.

Have any questions? Contact us at: info@immixgroup.ca or call us at (604) 688-5559 – we love to hear from you!

Disclaimer:

The Immix Group is an Employee Benefits firm based out in Vancouver, B.C. The information provided in this article is for general informational purposes only and is not intended as legal, financial, or professional advice. While we strive to ensure the accuracy and reliability of the information presented, we make no warranties or representations of any kind regarding its completeness, accuracy, or suitability for any particular purpose. Readers are encouraged to seek independent advice from qualified professionals regarding their specific circumstances. The authors and publishers of this article are not liable for any losses or damages arising from the use or reliance on the information provided.

Lindsay Byrka

Lindsay Byrka BA, BEd, CFP

Vice President, Immix Group: An Employee Benefits Company
A Suite 450 – 888 Dunsmuir St. Vancouver V6C 3K4
O  604-688-5262 

E lindsay@immixgroup.ca
W www.immixgroup.ca

Long-term disability coverage

Posted on by Immix Group

Imagine for a moment that one of your employees got into a serious crash while commuting home. The employee is going to recover – but it will take months of intense therapy before he can return to work. By that time his Employment Insurance will have run out. So will his savings. He and his young family will face a tough time making ends meet. The accident was not work-related, so WorkSafe BC won’t pay anything. 

You’d like to help. But, frankly, your company just can’t afford to pay someone who isn’t working. 

Fortunately, your company has a benefits program that includes long-term disability coverage –the kind of coverage designed for exactly this situation. The paperwork is simple. The claim will be quickly approved. 

You feel relieved, because the employee will be looked after. Your other employees realize the value of working for an employer who provides such a thorough – and compassionate – benefits package. And the injured worker and his family can relax, knowing that they will receive a tax-free income they can live on until he is fully able to return to work. 

When we do an employee benefits information session, it’s surprisingly common to hear such comments as:

  • “I didn’t realize that I was covered 24-7, even when I’m not at work.”
  • “I had no idea that, as long as I’m unable to work, I would keep receiving payments until retirement at age 65.”
  • “I didn’t realize this covered things like depression or stress. I thought ‘disabled’ meant only physically disabled.”

We tell our clients all the time that the long-term disability portion of their benefits program is the most valuable part of the plan. It’s also the most often misunderstood part. Most employers and their employees forget all about the disability coverage – until a serious accident occurs.

As the business owner, having long-term disability coverage in your benefits package shifts the risks over to the insurer. If an employee has to be off work for a long time due to some disability, the employer is relieved of any legal or moral responsibility for looking after the employee and his or her family.

If you haven’t already done so, consider adding long-term disability to your employee benefits program. I’ll be glad to provide more information, and to answer any questions you may have.

 

Lindsay Byrka

Lindsay Byrka BA, BEd, CFP

Vice President, Immix Group: An Employee Benefits Company
A Suite 450 – 888 Dunsmuir St. Vancouver V6C 3K4
O 604-688-5262 E lindsay@immixgroup.ca
W www.immixgroup.ca