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Supporting Women at Every Stage: How Employee Benefits Can Make a Difference

Posted on by Immix Group

The Workplace Has Changed—Have Your Benefits?

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March 8th is International Women’s Day, described as a day to “recognize and celebrate the social, economic, cultural and political achievements of women and girls.” This year’s theme is “Accelerate Action.” With this in mind, we wanted to highlight how employers can take action to design thoughtful benefits programs that support women at every stage of life.  Please note, while these areas are not exclusive to women, they more commonly affect women, and are more accessed by women.

Women are a driving force in today’s workforce, yet too often, employee benefits have not evolved to meet women’s needs. From starting a family to navigating fertility treatments, returning to work, or managing perimenopause and menopause, the right support can make all the difference.

While we have come a long way from a time when prescription contraceptives were excluded under benefit programs to having these covered by the government, there is still a long way to go.

The good news, as we wrote in our latest Key Conversations in Benefits article, is that 2024 saw women’s health at the forefront of many conversations.

 

Family planning and fertility support  

Specifically, we are seeing insurance carriers address what they are calling ‘family planning’ benefits, which include coverage for: 

  • Fertility drugs
  • In Vitro Fertilization
  • Intra-uterine insemination
  • Egg freezing
  • Adoption fees
  • Surrogacy costs

One in six couples faces fertility challenges; quite simply, it’s a common medical situation where both men and women may need to take medication or undergo procedures. Unfortunately, financial support via a benefits program is typically lacking; treatments are costly and rarely covered.

Depending on the provider, these expenses may not even be an option for the plan sponsor to include. If available, the coverage often needs to be explicitly added.  Typically, where coverage for “fertility” is available, drugs related to fertility treatments have been covered, while procedure costs have been excluded. Most carriers include an annual or lifetime reimbursement limit that falls far short of average expenses.

We believe that fertility coverage should be included in all benefits programs as an embedded coverage line.  Companies that offer fertility coverage see higher employee satisfaction and reduced turnover—especially among higher-level professionals delaying parenthood due to career demands.

Taking it a step further than the financial element, progressive companies are providing support not only in the form of insurance coverage for related drugs and procedures but also in time off and flexibility for the medical procedures and health impacts that can accompany those undergoing fertility treatments.

The recent announcement by the BC government regarding the funding of IVF (one round) is positive news and will provide great support to those facing infertility. Related to this, the BC government has covered prescription birth control since April 2023. The federal government is seeking to do the same across Canada.

 

Maternity and parental leave benefits

Canada has a reputation for excellent support and federal protections for parents who wish to take maternity and parental leave with the birth or adoption of a child. Employment Insurance, however, provides just 55% of earnings to a maximum taxable weekly payment (the same as EI).

Depending on your family situation and the cost of living in your location, many families are unable to make ends meet with one parent receiving just EI payments.

It is worth noting that more and more men and non-birthing partners are taking parental leave (47% as of 2022), but it is still primarily mothers who are taking leave (for example, 94% of mothers vs 47% of their partners claimed or intended to claim parental benefits in 2022).

 

Top-up pay during maternity and parental leave

More progressive companies offer top-up pay to supplement Employment Insurance payments. There are many reasons for this, including supporting mental and financial wellness, attraction and retention, and organizational culture. While this can be costly, it is ultimately an investment in the employee.

There are many creative ways to structure this; there can be the requirement to return to work for a minimum duration (or owe back the funds), partial top-ups (i.e. an additional amount of pay, but not to full income), or top-up for a limited time (this is often aligned to the maternity/ medical portion of leave).

For employers, there is no requirement to register a top-up plan with the CRA as in the past (i.e. it will not claw back EI to pay top-up to an employee on parental leave).

Despite the many benefits of offering this support, only around 58% of companies provide some form of top-up program, and this is generally limited in duration and amount.

 

Continuity of benefits during parental leave

While off on leave, employees are still considered ‘active employees’ meaning they have the right to continue to participate in benefits programs.

Employers are required to keep employees on employer-paid benefits while on maternity or parental leave. Generally, if employees are paying a portion of the premiums, they are able to opt out of benefits and return without penalty when they are back at work (i.e. the waiting period or pre-existing conditions period would not apply to them). It is a common practice for employers to collect post-dated cheques in order to have employees continue to cover their share of the cost if there is no pay to deduct from.

Our recommendation is always for employees to try to keep their benefits intact while on leave, to continue to support health and well-being. We encourage employers to facilitate this the best they can.

 

Returning to work after children

According to Statistics Canada, only 66% of mothers return to full-time work after parental leave. Proactive support during this major life change can significantly boost employee satisfaction and loyalty. Companies with better parental benefits see higher retention and smoother transitions back to work. Flexibility goes a long way!

Offering new parents hybrid work options, flexible hours and flexible benefits, all play a role in supporting this time of life. For example, many parents struggle to find appropriate daycare; employers ultimately benefit from being understanding and flexible with timelines, while setting boundaries that work for both parties. Generally speaking, it is more advantageous in the long term to offer flexibility in support of an excellent employee, than force a situation that will result in them leaving their job.

Employers should also remind parents about the support offered within an Employee & Family Assistance Program. One of our own staff members here at the Immix Group found himself overwhelmed with the ‘terrible twos’ and found that the assistance offered via the EFAP was extremely beneficial!


Mid-life women – support during perimenopause and beyond

Women, 50% of the workforce, will experience menopause, yet only 1 in 5 Canadian companies have policies to support it. (Menopause Foundation of Canada, 2023)

In the years leading up to menopause (which is technically one day!) is peri-menopause, a long transition period where women’s bodies may experience a myriad of symptoms which can be quite debilitating. Leading benefits plans include:

  • Coverage for hormone therapy, medical consultations, and mental health support
  • Menopause-inclusive sick leave for severe symptoms
  • Workplace education programs to foster awareness

Ignoring peri-menopause and menopause in benefits planning can lead to absenteeism, productivity loss, and increased turnover among experienced employees.

One piece of good news is the government has announced funding for hormone replacement therapy (HRT) in BC beginning in April 2025, which can be very effective in assisting women in managing symptoms during this period.

 

Health & wellness spending accounts to offer flexibility and choice

At the Immix Group, we are strong believers in the value of Health & Wellness Spending Accounts, as a supplement to an insured benefit program.

In addition to medical expenses, a flex spending account can provide reimbursement for other “wellness or lifestyle” expenses, on a taxable basis. Families are supported with the ability to claim for childcare, children’s sports, doulas, lactation and sleep consultants, and a myriad of other related expenses that would not normally be reimbursable under a group extended healthcare program. Mid-life women can access products, medications and therapies to assist in relieving symptoms (CBT, weight training, supplements etc). A Health Spending Account also offers valuable dollars towards mental health practitioners, which are easily exhausted within a traditional benefits program.

 

Investing in Women’s Health is Investing in Your Workforce

Comprehensive benefits that address family planning, parental leave, mid-life health, and overall wellness can have a profound impact on employee satisfaction, retention, and productivity.

As we recognize International Women’s Day and this year’s theme of “Accelerate Action,” now is the time for employers to take a closer look at their benefits programs. Are they truly meeting the needs of today’s workforce? Thoughtful updates to parental leave policies, fertility benefits, and menopause support aren’t just perks—they’re essential to fostering an inclusive, high-performing workplace.

At the Immix Group, we believe that benefits should evolve alongside the people they serve. Interested in discussing how your organization can lead the way in supporting women’s health and well-being? Reach out to us at info@immixgroup.ca or (604) 688-5559  – we love to hear from you!

Top 8 FAQ’s

Women make up a significant portion of the workforce, yet traditional benefits have not always addressed their needs. Thoughtful coverage leads to higher employee satisfaction, retention, and overall well-being.

Some plans offer coverage for fertility drugs, IVF, IUI, egg freezing, adoption fees, and surrogacy costs. However, these are emerging benefits, often add-ons, and usually require employer selection.

Employers can supplement Employment Insurance (EI) payments with top-ups, which may cover a portion of the employee’s salary for a set period. This helps ease financial strain during leave.

Perimenopause and menopause can impact work performance, yet few companies provide coverage for hormone therapy, medical support, or flexible sick leave. Addressing this gap helps retain experienced employees.

These accounts allow employees to claim medical and wellness expenses beyond standard benefits, including for mental health, child care, and menopause-related therapies.

Yes, BC’s government recently announced funding for one round of IVF and hormone replacement therapy (HRT) starting in 2025, but workplace benefits remain crucial for ongoing support.

Offering flexible, customizable plans—including support for family planning, parental leave, and mid-life health—ensures benefits meet the needs of a diverse workforce.

Companies that proactively support women’s health see increased employee satisfaction, reduced absenteeism, stronger retention, and a more inclusive workplace culture.

7 Key Takeaways

  1. Women’s health is still underrepresented in employee benefits: While progress has been made, many benefits plans do not fully address key health challenges that disproportionately affect women, such as fertility treatments, parental leave financial support, and menopause-related health issues.
  2. Family planning benefits are becoming more common, but coverage is limited: Some employers now offer fertility coverage (for drugs, treatments, adoption, and surrogacy), but coverage caps often leave employees with significant out-of-pocket expenses. Companies that offer comprehensive fertility benefits see higher employee satisfaction and better retention rates.
  3. Returning to work after parental leave is a major transition: Only 66% of mothers return to full-time work after parental leave. Flexible work arrangements, hybrid options, and support resources can ease this transition, reducing employee turnover.
  4. Menopause support in the workplace is long overdue: Despite menopause affecting half the workforce, only 20% of companies offer support. Expanding benefits to include hormone therapy, mental health support, and menopause-friendly sick leave can improve employee well-being and productivity.
  5. Health & Wellness Spending Accounts provide much-needed flexibility: HSAs and WSAs allow employees to tailor benefits to their unique needs, covering costs for childcare, mental health support, menopause treatments, and more. These accounts are a cost-effective way for employers to enhance their benefits offering.
  6. Investing in women’s health is investing in your workforce: Companies that proactively expand benefits for family planning, maternity leave, menopause, and wellness foster a healthier, more engaged workforce. As workplaces evolve, benefits should too—supporting employees at every stage of life leads to better retention, morale, and long-term success.

Read More

Key Conversations in Benefits 2024 – Latest News from Immix Group

The HER-BC Report – Women’s Health Research Institute

Save the date for International Women’s Day 2025 events – Canada.ca

International Women’s Day 2025

Partners’ uptake of parental benefits: An upward trend?

Making the case for top-up plans | Canadian HR Reporter

Governments of Canada and British Columbia partner to improve contraception and diabetes coverage for residents – Canada.ca

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

Latest Insights

Key Conversations in Benefits 2024

Posted on by Immix Group

Key Conversations in Benefits 2024

Once again, this year, we have compiled the top conversations in benefits, from our perspective as benefits advisors. These are the topics we heard about the most in the news, from our supplier partners, and that members of our Client Community inquired about most often.

Each year, our Key Conversations in Benefits article proves to be very popular! This year, we will cover:

  1. Inflation and Rising Claim Costs
  2. Health & Wellness Spending Accounts
  3. Women’s Health
  4. Changes to Government Coverage
  5. Pharmacogenetics
  6. Mental Health Supports
  7. Financial Literacy
 

Inflation is Still Impacting Benefit Costs

While we saw interest rates decrease in 2024 multiple times, and inflation supposedly contained, benefits program renewals in 2024 still felt the impacts of increased claims due to rising costs.

The plan renewals in 2024 saw pricing based on claims experience partially from 2024, 2023, 2022, and in some cases 2021. In analyzing experience data, we saw rising costs for claims across practitioners (physiotherapy, massage, chiropractic, equipment and most notably dental claims due to fee guide increases).  Compounding this, we saw the Reasonable & Customary limits (the maximum amount reimbursed per visit) increased by insurance providers, a measure intended to cover more of the true cost of the claim. The impact of this is higher claims in dollars for a group, even if the number of visits remained the same.

The result of increased claims is often increased premiums, although, of course, this depends on the break-even mark for the insurer.

The good news? We are seeing a tapering off – at least within our block of business- of rising costs. We are hopeful that 2025 plan renewals will see more typical adjustments.

 

 

Health & Wellness Spending Accounts

Inquiries about flexible Health & Wellness Spending Accounts were more frequent than ever in 2024! The popularity of these plans is not surprising, and many employees have come to see this as a typical inclusion under an employee benefits program.

A flex spending account is a great way to address generational differences, to offer ‘more’ to certain people, or even to provide customized coverage for a particular category of expenses. For those with just a couple of employees (or, incorporated individuals) a Health Spending Account is also a great option.

For Employers, the fact that the cost is predictable is one of the most desirable features of a Health Spending Account. Because you are pre-defining the allowable total annual spending per employee, you’re able to offer flexibility and choice, but at a maximum known cost for the business.

The good news for employers is that the implementation and administration of these plans are incredibly simple, and administrative costs have remained low.

We will be putting out a “Health & Wellness Spending Account 101” in 2025 to answer all your key questions, but in the meantime, please see our website for more information. 

 

 

Women’s Health at the Forefront of Conversation

This was a topic brought up not only by our clients (we had many inquiries about fertility coverage, for example) but also the subject matter at many industry seminars this year.

In particular, the Immix Group had the opportunity to attend an event where we heard directly from those involved in the “HER” study or the “Health and Economics Research on Midlife Women in British Columbia.” The HER-BC Report – Women’s Health Research Institute

The statistics this study revealed are actually quite shocking, revealing the impacts on health and well-being for mid-life women in perimenopause and menopause. In particular, the economic impacts that were highlighted were very eye-opening to many in the room; women turning down promotions, stepping down to a lower position or leaving the workforce altogether.

The takeaways from our perspective in the benefits world? We can play a role in ensuring benefit programs offer effective support for women, in particular, mid-life women. Solutions were highlighted, including the fact that Cognitive Behavioural Therapy has been found to be a leading treatment for women experiencing the symptoms of perimenopause and menopause. Things such as CBT, hormone replacement therapy and even flexibility when it comes to the work environment, hours and required dress while on the job all play a role.

Adjacent to this are conversations surrounding fertility coverage and hormone replacement therapy, which we will detail below.

 

 

Shifting Costs back to the Government

From our perspective, potentially the most impactful conversation of 2024 was the announcement of funding from the federal government to cover diabetes medications and prescription birth control through provincial medical plans. As BC already made the move to cover birth control back in 2023, in BC these funds will be used for hormone replacement therapy medications. Additionally, BC will cover one round of In-Vitro Fertilization (IVP).

B.C. pharmacare deal will cover diabetes meds, hormone therapy | CBC News

Publicly Funded IVF Program – Province of British Columbia

This could be significant for employers; depending on your demographics and drug spending, the result could be a notable reduction in the cost of drug claims running through the Employer’s benefit program. 

We are uncertain at this point as to the drugs that will be covered; as with the April 2023 implementation of government coverage for birth control, we expect the listing of covered medications to be robust, but not 100%.

Lastly, as we’re on the topic of government coverage, the Canadian Dental Care Plan (CDCP) is now in its second year. The program received a lot of media attention due to the initial small percentage of dental offices who signed up to participate in this plan, citing concerns relating to their ability to be reimbursed quickly and fairly. With some changes- notably, to allow for direct billing to the provider SunLife- participation reached over 75% late in 2024.

 

 

Is Personalized Medicine the Future of Medicine?

It’s been many years now since pharmacogenetics first came up in employee benefits conversations. If you’re unfamiliar with the term, in short, pharmacogenetics refers to how our genes affect the way our bodies respond to medications.

According to a popular provider, Pillcheck, this “provides insights about each patient’s predicted response to various medications, enabling you to narrow the potential treatments to those most likely to be safe, tolerable, and effective for the individual.”

Personalized medicine simply means choosing or avoiding certain medications, based on your own genetic profile, with the goal of finding those that will provide you with the desired effect. What does this mean and why are benefits providers interested in this? 

We know that people often need to try multiple medications before landing on one that works well for them; this is especially true for certain drug categories, for example, medications used to treat mental health conditions. In getting straight to the drug that is most likely to work the best, there is less waste of; time, money and medications, and most importantly, improved health outcomes.

For insurance providers and in turn, employers who ultimately bear the cost of claims, covering the cost of this testing makes financial sense.

Manulife Financial has an excellent overview online, where they state: “Over the past 2 years, we ran a Personalized Medicine pilot program. After getting their results, 44% of people in the program changed their medication or dosage. These changes led to better health outcomes.”

Coverage under a benefits program is available but not common yet. Please note in most instances pharmacogenetic testing could be claimed via a Health Spending Account.

 

 

Mental Health Support Remains at the Forefront

Offering appropriate support for mental wellbeing continues to be a huge conversation – in fact, it’s woven through most other areas whether it’s drug costs/ pharmacogenetics, women’s health, financial literacy, benefits plan design, or disability claims.

We continue to see claims for mental health practitioners increase. For example, within our Pacific Blue Cross block of business, we have seen the percentage of total paramedical practitioner claims under the “Psychology/ Clinical Counsellors” benefit increase as follows:

  • 2016: 5.86%
  • 2018: 5.7%
  • 2020: 9.29%
  • 2022: 9.5%
  • 2024: 11.5%

What we thought of as a ‘Covid phenomenon’ is now the routine inclusion of these practitioners in the top-five. We are encouraged to see providers expand their listing of covered practitioners in order to increase access for members, both from an availability standpoint and financially speaking.

Additionally, many benefits plan sponsors are carving out practitioner coverage in this area, offering more dollars towards mental health practitioners, acknowledging that this area not only costs more per-visit, but usually requires ongoing care, in contrast to other practitioners which may be used on a more acute basis.

We have written about how to develop a comprehensive mental health support program that utilizes an Employee & Family Assistance Program, insured coverage and flexible spending coverage, and additionally, an employer-sponsored group savings plan.

 

 

Financial Literacy, Financial Resilience and the Employer’s Role

As mentioned above, mental well-being is woven through many areas of the benefits world. Why is this? Quite simply, Employees continue to report “finances” as their number one source of stress. Explore our many articles on this topic; as we write, Employers can play a pivotal role in assisting employees in this area.

Each November, we highlight the Government of Canada’s theme for Financial Literacy Month. Fittingly, this year it was “Money on your Mind; Talk about It” acknowledging the stress, shame and embarrassment that can come with financial difficulties. Talking money builds financial confidence and leads to better outcomes; their stated goals are to “strengthen financial literacy and build financial resilience.”

This is a frequent topic of conversation for us, with Employers seeking to implement or expand Group Savings Plans, organize education sessions, and take advantage of our partnership with our sister company, Ciccone McKay Financial Group in order to provide employees with one-on-one financial planning assistance.  

Related to this, Employers reached out more than ever in 2024 to inquire about cost-sharing of employee benefits premiums. We continue to assist with making fair and logical changes that address the taxation of benefits while falling within the 50% rule followed by insurers.

 

 

That’s a Wrap for 2024!

It’s clear 2024 has brought several important shifts in the employee benefits landscape, driven by rising costs, evolving wellness needs, and growing demands for flexibility. From the ongoing impact of inflation on claims to the increasing focus on mental health support, financial literacy, and personalized medicine, benefits programs are becoming more personalized and comprehensive.

With that being said, we’re eager to see which trends will continue to shape the benefits landscape and what new developments 2025 has in store for us. In particular, we will be keeping an eye on drugs coming off patent, and the expected impact of the government taking on new medications, most notably, for diabetes.

Be sure to keep up with our monthly articles to stay updated throughout the year on the latest trends, insights, and conversations for all things employee benefits.

If you’d like to review your employee benefits program and ensure it’s in line with the latest trends and offerings, reach out today to us at info@immixgroup.ca or (604) 688-5559, as always – we love to hear from you!

Top 6 FAQs About Key Conversations in Benefits 2024

Health & Wellness Spending Accounts offer employees flexibility to address unique needs, generational differences, and specific expenses. Employers benefit from predictable costs since annual spending limits are pre-defined. These accounts are simple to implement, have low administrative costs, and continue to grow in popularity across organizations.

Benefits programs can provide support for mid-life women through coverage for treatments like Cognitive Behavioural Therapy (CBT), hormone replacement therapy, and flexibility in work environments. With research like the HER-BC Report bringing attention to the economic impacts of perimenopause and menopause, employers are recognizing the importance of tailoring benefits to meet these needs.

Pharmacogenetics examines how an individual’s genetic profile affects their response to medications. By identifying the medications most likely to work, it reduces trial-and-error, improves health outcomes, and saves costs for employers and insurers. Coverage for pharmacogenetic testing is not yet common but can often be claimed through Health Spending Accounts.

Mental health claims have steadily increased, with practitioners now ranking among the top-five for paramedical claims. Employers are carving out larger mental health coverage amounts and exploring comprehensive mental health programs that include Employee & Family Assistance Programs (EFAP), insured coverage, and flexible spending options.

Financial stress continues to be the number one source of stress for employees. Employers can play a pivotal role by offering group savings plans, organizing financial education sessions, and partnering with providers like Ciccone McKay Financial Group to provide one-on-one financial planning support. Additionally, fair cost-sharing of benefit premiums can address concerns related to taxation.

In its second year, the CDCP has seen increased participation from dental offices, with over 75% signing on in 2024. This improvement is largely due to changes like enabling direct billing through providers like SunLife. While the plan still receives some negative attention, it has made strides in addressing earlier concerns about reimbursement.

Key Takeaways:

  1. While inflation has eased in Canada, its effects continue to ripple through employee benefits programs. Rising claims, service costs, and premiums are putting pressure on employers to adapt their plans while maintaining affordability and value for employees.
  2. Benefits plans are evolving to include support for women’s mid-life health concerns, such as hormone replacement therapy. This shift highlights the importance of offering more inclusive and tailored coverage options.
  3. Recent government initiatives, such as funding for diabetes medications and IVF in British Columbia, may reduce claims under employer-sponsored plans. We are optimistic these changes will not only support employees but also help employers control costs.
  4. With mental health claims continuing to rise, employers are enhancing coverage and exploring innovative solutions to support employee well-being. Additionally, financial wellness programs, such as group savings plans and financial education sessions, are helping address financial stress among employees.

Read more:

The HER-BC Report – Women’s Health Research Institute

B.C. pharmacare deal will cover diabetes meds, hormone therapy | CBC News

Publicly Funded IVF Program – Province of British Columbia

Personalized Medicine Program – Group benefits | Manulife

Financial Well-being: Valuable Resources through our Partnership with Ciccone McKay Financial Group – Latest News from Immix Group

Dig Deeper into Disability Insurance

Mental Health Support: A Simple Guide to Providing Mental Health Coverage within your Employee Benefits Program

3 Action Steps Employers Can Take to Reduce Employee Financial Stress and Increase Financial Literacy

Money on your Mind; Talk about It

cost-sharing of employee benefits premiums.

Refer patients for pharmacogenetic testing

Dentists hesitant to sign up for federal dental plan; seniors advised to look at all options | Globalnews.ca

Pillcheck – Optimize your medications with DNA-guided therapy

Personalized Medicine Program – Group benefits | Manulife

Understanding Cost-Sharing in Employee Benefits – Latest News from Immix Group

Your One-Stop Guide: Exploring Key Themes in Employee Benefits

 

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

Latest Insights