2023 RESEARCH REPORT

Canadian perspectives on health, wellness, and employee benefits

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Introduction

This annual report is published by Environics Research following a Canada-wide survey, conducted to understand Canadian perspectives 
on health, wellness, and employee benefits. The research was commissioned by Dialogue; however, the sponsor of the research was not shared with respondents, ensuring unbiased data collection. 

The 2023 survey was completed by 1,502 Canadians – representing all age groups and all provinces (excluding territories: Nunavut, Northwest Territories, and Yukon) – between January 6 and 16, 2023. 

This is the third consecutive year this survey has been fielded; conducted with the intention of measuring changes in Canadians’ attitudes over 
the past year, while also understanding the  evolving health landscape in Canada.

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01 Executive summary

woman browsing on her computer woman browsing on her computer

Canadians are more conscious than ever about their health and well-being. They recognize how physical health, mental health, and financial circumstances contribute to total well-being. And almost all want to improve their personal well-being, identifying that there’s a role for employers to support them. 

Working Canadians are also embracing the benefits of remote and hybrid work: work-life balance has noticeably improved for many. But despite measurable positive outcomes, some have noticed physical and mental health challenges due to working from home.

Fast access to healthcare remains a frustration, and the current mental health support provided by employers is not sufficient for everyone. The good news? People are increasingly more open to virtual or self-guided solutions that let them access physical and mental healthcare at their own pace. These options help them better manage their well-being and access timely support.

But the majority of workers still expect employers to offer better services as part of their benefit plans. How? Employers need to choose resources carefully, matching the evolving expectations of their employees as they seek to improve all aspects of well-being – physical, mental, financial, etc. Employers also need to select providers that make it easy for employees to understand and access well-being support, so they can truly reap the benefits.

02 Contributors to health and well-being

As the world recovers from the COVID-19 pandemic, its effects are long-lasting, and the impact on how Canadians view their health should not be underestimated. Most believe that physical health, mental health, and their financial situations are important factors that contribute to well-being.

Physical health
97%
Physical activity and exercise
89%
Mental health (e.g. stress, anxiety, etc.)
96%
Work-life balance
84%
Financial situation
94%
Work/school environment
78%
Sleep
94%
Low alcohol/substance consumption
74%
Family and relationships
91%
Mindfulness (e.g., meditation)
72%
Diet/nutrition
91%

*Darker colours represent those who reported factors to be very important, and lighter colours represent those who reported the factor to be important.

They are also more conscious of their health. In 2021, 56% of Canadians reported being more conscious of their health. Now, 70% report the same. But the greatest contributing factors to well-being have drastically worsened over the past few years.

Canadians who report that a well-being metric has worsened or significantly worsened:

30%
Physical
32%
Mental health
34%
financial situations

The challenges posed by the pandemic and other pressures – such as working from home, inflation, and the increasing cost of living – seem to be taking a toll on well-being, as indicated by the poorer levels they are experiencing.

Stressed employe with worsened well-being

The challenges posed by the pandemic and other pressures – such as working from home, inflation, and the increasing cost of living – seem to be taking a toll on well-being, as indicated by the poorer levels they are experiencing.

70% of Canadians are more conscious of their health than they were in past years.

70% of Canadians are more conscious of their health than they were in past years.

Key takeaways for employers

Employers who fail to recognize the evolving needs of their employees are at risk of seeing serious business repercussions, including an unhealthy workforce, low productivity, lack of innovation, and high turnover. Providing the right mix of benefits that address and alleviate the burden of employees’ top concerns is critical – for individual and organizational well-being.

In this report, we will look at each of these main contributors to well-being and provide actionable strategies for employers.

03 Status of physical health

The Canadian healthcare system provides universal access to care. However, accessing timely care is still an issue for many. 

A large majority of Canadians (81%) continue to report having a family physician. But, a quarter indicates that it would typically take four to seven days to see a healthcare professional for a minor health concern. And 1 in 5 believe it would take more than a week. 

As people navigate the system to see a healthcare professional, not having quick access can lead to worsening health, disruptions to life, reduced productivity, and absenteeism.

While hybrid (home and office) work models have helped with diet/nutrition and social relationships, some report related worsening physical health. Close to half of remote workers (full or part-time) indicate that they do not have an ergonomic work set-up at home. 

43% have noticed muscle or skeletal pain which results in having to take more breaks and time off for associated health issues, and adds to their stress and anxiety. gourp-1234654

43% have noticed muscle or skeletal pain which results in having to take more breaks and time off for associated health issues, and adds to their stress and anxiety.

25% of Canadians indicate that it would typically take four to seven days to see a healthcare professional for a minor concern.

25% of Canadians indicate that it would typically take four to seven days to see a healthcare professional for a minor concern.

Key takeaways for employers

Changing work environments can have serious effects on employees’ physical health, leading to more stress and increased absenteeism to deal with health issues.

Providing the necessary support will help employees improve their well-being while being beneficial to employers through less absenteeism, reduced disability costs, higher productivity, and better mental health.

Consider programs that adapt to individual need and encourage employees to move more, take frequent active breaks, adopt healthier daily habits.

04 Status of mental health

Mental and physical health are closely connected – one impacting the other – which can affect overall well-being and exacerbate the demands on the healthcare system. The majority of those surveyed agree that physical health (86%), financial situation (86%), and job satisfaction (82%) contribute to mental health.

When it comes to mental health, Canadians universally agree:

94%
believe treating mental health proactively is important.
92%
say mental health support can prevent mental health issues.
80%
are comfortable seeking mental health support.

That being said, only half have the financial means to seek professional support, suggesting that some Canadians who would like to access mental health support are unable to due to financial constraints. Plus, with a reported increase in financial stress, paying out-of-pocket to access mental health might be a growing barrier to care.

1 in 3 Canadians consider mental health support provided through benefit plans to be insufficient.

1 in 3 Canadians consider mental health support provided through benefit plans to be insufficient.

Canadians are looking for better mental health support.

Often, employee benefit programs provide access to traditional models of mental health support, such as consulting with professionals. However, a third of Canadians with benefit plans continue to view the support provided to them as insufficient. (2023: 29%, 2021: 24%)

Another third do not have access to mental health support or are not aware of the resources available to them.

This suggests that there’s an opportunity to:

Review how mental health support is provided through benefit plans

Review how mental health support is provided through benefit plans

Ensure mental health support meets employee needs

Ensure mental health support meets employee needs

Educate employees on the support and services available

Educate employees on the support and services available

Flexible benefits and leadership mental health training are essential.

Flexible benefits and leadership mental health training are essential.

 

While Canadians appreciate being able to consult with a professional, they’re also open to other methods of seeking mental health support. Many Canadians are just as likely to support themselves through self-guided tools and resources (81%), as they are to communicate with a professional (79%).

Employers have a significant role to play in the mental health of their employees, especially those adopting a hybrid (home and office) model. Almost 4 in 10 (36%) Canadians who work from home have noticed related mental health issues.

They’ve experienced:

55%
More stress/anxiety
39%
Reduced productivity
33%
Increased absenteeism

Additionally, most employees realize that managers have not been sufficiently trained or lack the training (76%) to recognize and support their mental health needs. Mental health issues may thus be misunderstood or going unnoticed – impacting employees and their organizations.

Key takeaways for employers

Key takeaways for employers

Current benefit plans are falling short of what's needed, especially compared to a year ago. Employers must step up and offer more options for employees seeking alternative ways to access mental health support.

Employees are open to self-guided tools and resources. This kind of support allows individuals to take the reins and be proactive about their mental well-being. It's helpful for people who may feel uncomfortable talking to a professional, or just want to manage their mental health on their own terms. Plus, it caters to those who require less intervention with a flexible alternative to professional therapy.

By offering tools like stress tests, toolkits, self-guided therapy techniques, workbooks, and more, employers can give their employees more control over their own mental health journeys.

05 Impact of employee benefits

Employee benefit plans lack engagement and the right services.

Employee assistance programs (EAPs) are a vital resource for legal, family, career, and financial counselling. However, despite their significance, they often suffer from limited use.

A quarter of employed Canadians with benefit plans are not aware of the benefits available to them or are not aware of how to access them. Further, almost 1 in 2 indicate not having an EAP or are unaware if they do.

In a survey of HR leaders, 7 in 10 indicated that their organizations have multiple benefits providers, which can lead to confusion about what is available and how to access it.

Of the employees who have an EAP:

member-group
1 in 5 do not know how to access it.
40%
have never accessed it, even if they know how.
45%
have not accessed it within the past six months.

Employees who have used their EAP have found it to be helpful, particularly for mental health and financial counselling – both of which are leading factors in well-being. As the cost of living continues to rise and financial situations worsen, promoting the use of EAPs to access financial support can be a significant step in reinforcing financial and mental well-being.

Impact of employee benefits

Key takeaways for employers

To effectively support their workforce through benefit plans, employers must ensure that their employees are informed about the available benefits and know how to access them.

This means promoting well-being services through an effective onboarding and ongoing engagement strategy. A proven way to increase engagement is by centralizing all benefits with one provider as much as possible, making it easier for employees to keep track of and access their benefits. By doing so, employers can foster a more supported and engaged workforce.

By opting for virtual options, employers can improve ease of access, enabling them to consult with EAP and healthcare professionals at a time and location that is convenient for them. This leads to less time away from work and quicker health outcomes, allowing them to maintain their productivity levels.

06 Employers’ roles in improving well-being

Canadians are increasingly aware of the factors that contribute to their overall well-being, and many are turning to their employers for support. Organizations must step up how they provide support to truly unlock the benefits of a healthy and productive workforce.

Financial barriers (40%) and lack of time (32%) prevent Canadians from prioritizing their well-being. But employee benefit plans can alleviate financial pressures and provide more accessible support.

All Canadians (95%) are interested in improving their personal well-being.

All Canadians (95%) are interested in improving their personal well-being.

In fact, 9 in 10 employees say it’s important for employers to provide support for improving well-being. Unfortunately, only half of employees (45%) have noticed employers taking action.

woman smiling at her phone

Canadians expect employers to provide support to help improve well-being.

woman smiling at her phone

Canadians expect employers to provide support to help improve well-being.

Employees who recognize the role of employers in improving well-being are more inclined to take advantage
of the various benefits that are available to them.
Flexible vacation days
90%
Wellness spending accounts
84%
Greater monetary value of current benefits
89%
Access to online self-help tools/resources
79%
Increased personal time off
87%
Access to virtual physical healthcare
77%
Access to more professionals through benefits
85%
Access to gyms/personal trainers
76%
Mental health benefits
84%
Access to virtual mental healthcare
74%

*Darker colours represent those who reported that they are very likely to use the benefit, and lighter colours represent those who reported that they are likely to use the benefit.

Employees recognize the impact of well-being programs.

Employees recognize the impact of well-being programs.

An overwhelming 83% of employees in organizations that have taken action to improve well-being report finding the initiatives helpful in reinforcing employees' openness, trust, and appreciation for their employers. They report that employee well-being programs have led to:

Better job satisfaction (44%)

Better job
satisfaction (44%)

A more positive work environment (44%)

A more positive work environment (44%)

Feeling more supported (39%)

Feeling more supported (39%)

Increased productivity (39%)

Increased productivity (39%)

Better retention (34%)

Better retention
(34%)

Employers’ roles in improving well-being

Key takeaways for employers

Many people might find work to be a significant source of stress, whether it's feeling overwhelmed by their workload, navigating challenging relationships with colleagues, or simply dealing with the day-to-day pressures of the job.

Of course, Canadians also have to manage the stresses of daily life, from juggling priorities to staying on top of their finances. If these issues go unaddressed, they can have serious consequences for organizations, ranging from decreased productivity and increased absenteeism to higher turnover rates and more.

Employees acknowledge that employer-financed initiatives to improve well-being are beneficial – providing easy access to support while alleviating financial pressure from other areas of life. When employees are able to take care of their health, employers benefits from a happier, healthier, and more productive workforce.

07 How can virtual care help?

Over 3 in 4 Canadians agree that virtual care is the future of healthcare.

When wait times to seeing family doctors are long, access to virtual healthcare can provide more convenient and faster access to practitioners. Plus, it can relieve the burden on the healthcare system.

For employers, this translates to fewer missed work days, higher productivity levels, and a reduced risk of long-term absenteeism.

Increasingly, more Canadians believe in the potential of virtual care and see it as the future of healthcare.

66%
2021
77%
2023
Over 3 in 4 Canadians agree that virtual care is the future of healthcare.

Employees’ openness to virtual care is apparent.

They maintain that access to virtual care can help reduce the number of hours spent away from work or school. It enables them to be more proactive about their physical and mental health.

+ Less time wasted sitting in a waiting room at an in-person clinic leads to increased productivity.

Over 7 in 10 are likely to use online platforms for:

  • Primary care (75%)
  • Mental health tools/resources they can use by themselves, without a professional (74%)
  • Mental healthcare with a therapist (71%)
Primary care (e.g., consulting with a doctor)
75%
Employee assistance program (e.g., legal, family, career counselling, mental health support, etc.)
67%
Mental health tools/resources I can use by myself
74%
Virtual pharmacy
66%
Mental healthcare (e.g., consulting with a therapist)
71%
Chronic condition management
65%
Mental wellness (e.g., mindfulness, meditation)
70%
Rehabilitation and disability managent
59%
Physical activity (e.g., fitness, yoga)
69%
Substance use
43%
Mental health training
68%

*Darker colours represent those who reported factors to be very important, and lighter colours represent those who reported the factor to be important.

Employees’ openness to virtual care is apparent.

Employees’ openness to virtual care is apparent.

Virtual care gained momentum during the pandemic, but this data suggests that Canadians see long-term benefits for themselves and their families in maintaining health and productivity.

However, most have limited experience with virtual care: 40% have had a telephone appointment with a family doctor or clinic. According to the Canadian Medical Association Virtual Care Playbook for physicians, telephone appointments don’t allow for an optimal virtual care experience.

Instead, virtual care consultations through video conferencing allows practitioners to provide more precise and meaningful care – leading to more positive experiences and outcomes for patients.

Canadians continue to have high expectations of virtual care.

Employers considering virtual care solutions should choose platforms that meet their workforce’s preferred criteria.

85% agree that virtual care services should be accessible through benefits plans.

Most want professionals to have a complete view of their health and well-being (92%), with access to a range of services based on their needs (91%). This could include physical and mental healthcare; financial, legal, and relationship counselling; and wellness support through fitness solutions.

92% indicate that talking to the right professional is important, suggesting the need for a platform that offers a multidisciplinary team targeting specific patient needs. 

Over 8 in 10 indicate these other important features:

  • Not feeling rushed
  • Access to a variety of services in one place
  • Short wait times
  • Help navigating the healthcare system
  • Professional follow-ups after consultations
  • 24/7 access to services
pexels-ono-kosuki-5647189 1
Over 8 in 10 indicate these other important features: Not feeling rushed, Access to a variety of services in one place, Short wait times, Help navigating the healthcare system, Professional follow-ups after consultations, 24/7 access to services

What employees look for in virtual care solutions:

Having a healthcare professional have a complete view of your health and well-being when seeing you
92%
Ability to easily access a healthcare professional 24 hours a day, 7 days a week, 365 days a year
88%
Receiving consistent quality of care
92%
Ability to access healthcare in the language of my preference
87%
Taking the right healthcare professional for my specific issue
92%
Having a healthcare professional follow-up after my appointment to ensure I’m recovering well
87%
Having a variety of health-related supports, based on your needs
91%
Having a healthcare professional assist with booking a specialist or referral appointment (instead of doing it myself)
84%
Not feeling rushed during my appointment with the healthcare professional
91%
Accessing many health-related supports/programs in the same place (e.g., all on one app)
83%
Ability to easily access a healthcare professional no matter where I am in Canada when the need arises
91%
Healthcare should be holistic (mind, body, etc.)
79%
Wait time to see a healthcare professional
90%

*Darker colours represent those who reported factors to be very important, and lighter colours represent those who reported the factor to be important.

What employees look for in virtual care solutions

Key takeaways for employers

As virtual care becomes increasingly popular, it's crucial for employers to prioritize their employees' access to these services. While there are a multitude of virtual care platforms available, providing options that align with employees' needs and expectations is critical. Consider a streamlined one-stop-shop experience, access to a diverse team of healthcare professionals, and regular follow-ups to ensure the best possible care and outcome.

08 Key considerations

Canadians are more aware of their health and willing to take the necessary steps to improve it. But they still face several barriers:

  • Financial constraints in a challenging economy
  • Lack of time due to competing priorities
  • Inadequate support from their benefits plans and public healthcare

Plus, the shift to remote work has added another layer of complexity: despite it being beneficial for many, working from home has increased stress and musculoskeletal issues for some.

For organizations, these troubling issues can quickly lead to decreased productivity and increased absenteeism. But the good news is that employees are open to care options that are flexible, virtual, and self-guided. When a wider range of care options is available, individuals are more likely to find a solution that works for them – ultimately helping them remain present and productive at work.

 

Opportunities for your organization

Opportunities for your organization

To foster a happy and healthy workforce, employers should take action and support all aspects of well-being.

  • Survey employees to understand their needs and provide the appropriate benefits programs, such as financial counselling during inflationary times or virtual wellness support for physical issues resulting from remote work.
  • Provide flexible and diverse options for mental health support, including self-guided tools and resources.
  • Partner with a provider who can help promote benefit programs and services through effective engagement and onboarding activities.
  • Simplify access to services by choosing a one-stop-shop benefits providers when possible.
  • Select virtual care providers that meet Canadians' needs with features like regular professional follow-ups and access to multidisciplinary care teams.

To build a thriving workforce, employers must prioritize well-being and recognize that it’s critical for both organizational and individual success. By offering flexible and convenient virtual care, employers can ensure that employees have access to a comprehensive range of support that addresses all aspects of their health.

By providing such support, employers are able to foster a healthy, productive, and engaged team that drives long-term success.

09 About Environics Research

Environics Research has a 50 year history of delivering evidence-based solutions to clients working in a range of sectors and industries in Canada. Our team is drawn from many disciplines – from business and marketing, to sociology and urban affairs. This mix makes Environics a creative and intellectually vibrant research and consulting firm, where methodological rigour and unrivaled analytical capabilities come together. Our experience, our people and our sophisticated tool kit help our clients get answers to their most important questions.

Today, Environics' international clients include a number of the world's largest consumer marketers. In Canada, most of the country's governments, many leading non-profit entities, and businesses working in a range of industries (including financial services, telecommunications, natural resources, print and broadcast media, healthcare and pharmaceuticals, and packaged goods) trust Environics to develop actionable insights that inform evidence-based decision-making.

Environics has an extensive record of conducting health-related research, and of delivering evidence and insight to inform public health strategies and health policies at the provincial and federal levels.

Headquartered in Toronto, we employ more than 50 staff across Toronto, Montreal and Ottawa.

For more information about Environics Research or questions about this report, please contact:

Group 15728 new 2

Ahsan Sadiq


image 11-4

Vice President, Health & Wellness
ahsan.sadiq@environics.ca
environicsresearch.com

Download the free ebook (PDF) version of Canadian perspectives on health, wellness, and employee benefits

Download the free ebook (PDF) version of Canadian perspectives on health, wellness, and employee benefits

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