One of the highlights of THINK 2025, an annual event hosted by Cowan Benefits Ltd., was a discussion called Navigating Chronic Disease: Integrating Pharmaceuticals and Workplace Wellness Strategies.
Led by Lianne Clarke, Principal Consultant and Vice President, Wellness & Disability, and Tari Duguay, Principal Consultant and Practice Lead, National Benefits Consulting, this session emphasized how employee wellbeing is no longer a “nice-to-have,” but a strategic imperative. They also discussed what proactive wellness strategies smart organizations may wish to implement.
National pharmacare and the current drug landscape
Canada’s national pharmacare program launched last year, with four jurisdictions having signed on so far, consuming 60% of the $1.5 billion budget. However, the session outlined that no new funding has been announced since, and expansion plans are currently on hold. As such, employers remain critical in bridging coverage gaps, with the following conditions seeing the most drug spend and claims:
- Inflammatory conditions, such as rheumatoid arthritis
- Diabetes
- Cancer
- Mental health conditions, such as depression and ADHD
Chronic Conditions in Focus
Lianne and Tari highlighted throughout their presentation that with chronic conditions affecting millions and therefore carrying significant costs for organizations, establishing proactive support strategies is crucial to creating healthier, more resilient workplaces. Here are details on some of the conditions and strategies they discussed:
Diabetes
Type 2 diabetes accounts for 14.4% of drug spend (including supplies), making support for employees with the condition vital, especially as doing so can also reduce costs across cardiovascular and mental health categories.
Two of the major ways in which employers can provide support include offering education to reduce the stigma associated with diabetes as well as tools for early detection, such as the CANRISK assessment. Organizations may also wish to consider the following strategies:
- Providing health coverage for glucose monitors and medication
- Expanding paramedical benefits to include access to registered dietitians
- Offering onsite screenings and flexible work schedules
- Allowing wellness app integration for ease of management
Obesity
Obesity isn’t just about weight—it’s about an individual’s overall wellbeing. Companies can support employees by implementing several strategies:
- Reducing stigma through education and awareness campaigns
- Sleep and nutrition education
- Wellness coaching and mental health support
- Expanding health coverage to include weight management medication and short-term disability for surgical recovery
- Access to personal spending accounts for reimbursement of fitness equipment or memberships
- Offering healthy food options in the office
Ultimately, Lianne and Tari stressed the importance of creating a stigma-free environment in the office as a key support method.
Mental Health
With one in three Canadians affected annually, mental health support is essential. Employers should train managers to recognize early warning signs of stress and depression and foster open conversations through anti-stigma campaigns. The following strategies are also helpful for supporting employee mental health:
- Enhanced Employee and Family Assistance Program (EFAP) services
- Flexible work arrangements
- Access to tools like Guarding Minds at Work and holistic wellness apps
- Separate paramedical benefits coverage for mental health practitioners
- Support for parents navigating youth mental health challenges
Cancer
Cancer will touch every workplace, as 40% of Canadians will be diagnosed in their lifetime, and early-age diagnoses are rising. In addition, the average cost per patient is rising, currently standing at approximately $33,000. Thankfully, new medications and biosimilars are improving survival rates and reducing costs.
Offering practical assistance is a great place to start with supporting employees with cancer. Here are a few examples for employers:
- Early detection campaigns
- Comprehensive medical benefits
- Access to critical illness insurance
Additional support, such as access to mental health resources for employees and caregivers as well as flexible work arrangements, can help smooth treatment and recovery.
Women’s Health
With women comprising a larger portion of the workforce than ever before, supporting women’s health is an increasing focus for many organizations. Education is once again a major part of this support. In addition, here are some other areas organization may wish to consider:
- Access to hormone specialists
- Enhanced paramedical benefits for services such as pelvic floor physiotherapy and lactation consulting
- Free sanitary products onsite
- Fertility and family planning benefits
Future trends in employee wellbeing
Lianne and Tari’s THINK 2025 presentation highlighted that the most forward-thinking organizations are doing more than simply supporting their employees through health conditions. They’re also developing comprehensive wellness strategies, such as access to wellbeing apps, health navigation services, and financial wellness resources.
Its clear: treating an individual’s physical, mental, and financial health—their whole person—creates a healthier, more engaged workforce.
