Return to Office, Not to Outdated Benefits

Dave Dickinson

Senior Partner & Co-Founder, PRIME Benefits Group

Return-to-office mandates are back on the table, and I’m hearing about it from employers every week.

Employers across Canada are re-evaluating hybrid models and asking their teams to spend more time on site. One recent survey shows that more than half of Canadians still prefer to work mostly or fully from home, and only a third would return without issue if asked.

That means how you handle return-to-office matters more than ever. If your benefits plan hasn’t evolved since before the pandemic, you risk sending a mixed message. Because if you’re asking people to show up for you, your benefits plan should show up for them. Outdated coverage can compromise your trust, productivity and retention at the exact moment your company needs stability most.

Today’s Workplace Has Changed. So Should Your Benefits.

The employers we work with at Prime Benefits Group are managing workplaces that look nothing like they did in 2019. 

Teams are facing much higher costs of living, along with caregiving responsibilities and lingering mental health impacts. They’re juggling remote and in-office expectations, and they’re comparing notes across industries about who’s offering what. 

If your company is implementing or reinforcing a return-to-office policy, now is the right time to ask whether your benefits plan reflects today’s realities. Otherwise,  you might be sending the message that you want people back, but you’re not prepared to support what they’re bringing with them.

A Trust-Building Opportunity

Benefits are one of the clearest signals of what your organization values. They’re also one of the most effective tools we have to build trust, especially during times of uncertainty or change.

Done right, a refreshed benefits plan can help reduce burnout, show empathy across a multigenerational workforce, support long-term employee loyalty and make return-to-office transitions feel more manageable.

Gaps to Look For (and Close)

Here are the most common gaps we can help you find and fix … 

• Mental Health Support. The stress of the past few years hasn’t disappeared. Many employees are still dealing with burnout, anxiety and chronic fatigue. Yet, mental health benefits are often capped or can easily be buried in fine print. To lead with care, implement an Employee Assistance Plan (EAP). Also consider adding mental health coverage or increasing mental coverage limits. Make sure plans include virtual therapy options, and remove stigma by normalizing and communicating the availability of these supports internally.

• Virtual vs. In-Person Care. A return-to-office doesn’t mean employees have more time to sit in a waiting room. Employees want options that fit their schedules. Consider updating your plan to cover both in-person and virtual health services. Remove any barriers to access and consider offering flexibility for those balancing work, parenting or caregiving.

• Financial Security & Retirement Planning. Economic uncertainty is top of mind. Rising inflation, interest rates and the cost of housing are pushing financial stress to new levels. Consider modernizing your support by introducing or improving group RRSPs or matching programs. Also consider offering financial literacy tools or workshops and including access to financial counselling as part of your EAP or mental health support.

Take Action Today

Are you telling employees it’s time to come back to the office? 

Make it easier for your team to show up, stay healthy and plan for their future. 

Modernizing your benefits is a leadership move that shows your business understands today’s challenges and is ready to meet them head on.

Connect with us at Prime Benefits Group today to review your strategy and build a plan that supports your team, wherever they work.