(From the July 2025 Edition of eFORUM)
By Adam Peros
Business owners are rethinking their approach to competing for talent with limited funds by focusing on holistic preventative benefits. By adding or increasing support for employees based on their personal needs, lifestyle, and family, they are better positioned to retain staff and attract new workers. In recent years, it’s become clear that several coverage areas are especially important to address to attract and retain female employees. As benefits addressing mental health, obesity, and women’s health become more popular, employers must make sure they’re keeping up with the latest trends to stay competitive, maximize productivity, and minimize costly future comorbidities.
Stress and burnout
Nearly half (47%) of the 1,500 Canadian professionals who participated in a 2025 Robert Half survey said they felt burned out, up from 42% in 2024 and 33% in 2023. Almost one-third (31%) said they were more burned out than last year.
The impact has been more profound in women. For example, a 2024 ComPsych report showed that women took 69% of all leaves of absence connected to mental health in Canada and the U.S. in 2023. It’s a worsening problem, with total mental health leaves rising by 300% between 2017 and 2023, and by 33% between 2022 and 2023.
Tackling obesity
Claims for obesity medications have risen significantly in the last few years, and women are more likely to be taking these medications. The 2024 Manulife Employee Health Report found claims were up 92% from 2020 to 2023, and up 42% from 2022 to 2023, with 79% of claims submitted by women.
Meanwhile, the 2025 TELUS Drug Data Trends & National Benchmarks report found claims costs rose to $77.6 million in 2024 from $37.9 million in 2023, and Statistics Canada has stated that about 30% of Canadian adults are obese.
“Obesity isn’t simply a lifestyle issue — it’s a complex, chronic medical condition with deep links to many other health issues like diabetes, liver disease, or cancer,” says Tara Anstey, director of business development and client value, at Medavie Blue Cross. “Our goal isn’t just to cover medication. It’s to help members prevent and manage chronic conditions through personalized support, education, and coaching — and to help employers future-proof their benefits plans in the process.”
Medavie Blue Cross made weight management coverage a standard benefit for all new fully insured groups in 2020 and actively promoted adoption for administrative services only (ASO) groups. Today, nearly 45% of their groups offer this coverage, reflecting the growing recognition that weight management is a critical component of employee health.
Menopause, infertility, and birth
The 2024 Manulife Women’s Health Report highlighted that hormone replacement therapy (HRT) claims to treat menopause symptoms increased by 20.7% between 2020 and 2023. Over the same time period, fertility drug claims rose 25.7%. And, within the first six months after giving birth, 14.7% of new mothers submitted mental health claims, with 42% of them seeking mental health care for the first time.
At the Benefits Canada 2024 Face to Face Drug Plan Management Forum, Neda Nasseri, pharmacist and product director of drug benefits at Desjardins Insurance, suggested organizations consider offering fertility management in their drug plans and analyze the connection with obesity and hormonal complications that influence ovulation. She pointed out that a minimal reduction in weight may help repair regular hormonal function for women with obesity.
Beyond benefits coverage, employers can help women navigate some of these challenges by offering flexible work schedules and having honest discussions about menopause. Combined with comprehensive benefits, this can mitigate employee leaves of absence or sick days and help attract and retain female workers. The Wellness Report, published by Manulife in 2023, indicated companies lost an average of 49 days of work per member annually to absenteeism and presenteeism. However, the top three organizations (scored against a wide range of indicators reflecting the prioritization of employee health and wellness) enjoyed 13 more days of productivity per member than the average.
Give your business owner clients a competitive advantage
Employers can take concrete steps to reduce stress, burnout, obesity, and mental and physical health issues that disproportionately affect women. Although this may increase upfront costs, it has the potential to reduce much heftier long-term expenses associated with correlated health issues such as high blood pressure, diabetes, and heart disease. It’s worth getting your business owner clients thinking about current benefits plan costs, future potential claims, and how best to protect employee health to maximize productivity.
Adam Peros, CLU, CEBS, CHS, is manager, group benefits and retirement solutions, at Dewdney & Co. He can be reached at adam@dewdney.ca.