Are Employers Doing Enough for Women’s Health Benefits?

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As we mark International Women’s Day on March 8, it’s a good time for employers to ask whether their benefits plan reflects the health needs of the women in their workforce.

As more employers focus on building strong employee experiences, women’s health benefits are becoming an important part of the conversation.

While every workforce is different, we’re hearing more interest in a few areas:

Mental Health Support

Most employers offer some form of mental health coverage. The bigger question now is whether it’s enough, and whether employees can access it easily. In fact, one in three Canadian workers say they’d consider leaving their job for better mental health benefits.

Employers are taking a closer look at:

• Counselling maximums and whether they reflect actual costs
• Access to virtual therapy and wait times
• How clearly mental health benefits are communicated
• Whether employees actually understand where to start

Research shows women are more likely to access mental health services, especially during major life transitions. That can include postpartum recovery, fertility challenges, menopause and caregiving responsibilities. It can also include grief, relationship stress, financial pressure and burnout.

Employers are responding by increasing paramedical limits, strengthening Employee Assistance Programs (EAPs) and improving access to virtual care. Communication is just as important. Even strong coverage can go underused if employees don’t know if it exists or how to access it.

Fertility and Family Planning

A few years ago, fertility rarely came up in group benefits discussions. Now, as one in six Canadian couples experience infertility, it comes up more often.

Employers are taking a closer look at coverage for fertility drugs, IVF support, fertility testing and family-building benefits that are more inclusive of different paths to parenthood.

For employees, fertility treatment can be financially demanding, emotionally exhausting, and time-consuming. When employers offer coverage, it shows employees they recognize what they’re facing and want to help reduce barriers. 

Menopause

More Canadians are working into their late 50s and 60s, and even past retirement-age. That means more women are experiencing perimenopause and menopause while leading teams, managing performance expectations and busy personal lives. It’s estimated that one in 10 women leave the workforce because of unmanaged symptoms.

Employers are reviewing whether:

• Drug plans cover hormone therapy and related medications
• Employees can access mental health support during this stage
• Managers have basic awareness of what this transition can look like
• Workplace flexibility supports employees dealing with symptoms

Experienced employees often hold leadership, institutional knowledge and client relationships. Supporting women through mid-life transitions can help employers retain talent and reduce burnout.

Caregiving Support

Women still carry a disproportionate share of caregiving responsibilities, including childcare, eldercare and supporting family members with chronic illness. 

Employers are responding by:

• Offering more flexible spending accounts
• Improving caregiver leave policies
• Promoting EAP counselling for family support
• Expanding wellness and family assistance resources

A Wellness Spending Account (WSA) or Personal Spending Account (PSA) can also help support expenses like childcare programs, family wellness resources or financial advice. For employers exploring this option, our breakdown of HCSA vs. WSA provides a helpful starting point.

Does your benefits plan reflect the needs of the women on your team?If you’d like to review your group benefits plan through this lens, Prime Benefits Group can help you identify gaps and design improvements that support both your people and your business goals. Contact our team to start the conversation.