{"id":930845,"date":"2026-11-05T11:32:11","date_gmt":"2026-11-05T16:32:11","guid":{"rendered":"https:\/\/segic.ca\/?p=930845"},"modified":"2026-11-05T11:32:13","modified_gmt":"2026-11-05T16:32:13","slug":"flexible-benefits-generations","status":"publish","type":"post","link":"https:\/\/segic.ca\/en\/flexible-benefits-generations\/","title":{"rendered":"Your group benefits program was designed for an employee who doesn\u2019t exist"},"content":{"rendered":"
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Four generations work side by side, with needs that can be very different. A one-size-fits-all program, designed for an average employee, does not necessarily meet everyone\u2019s expectations. Here is what Canadian data reveals, and how to offer flexible benefits without weakening essential coverage.<\/p>\n

Six in ten plan members, among respondents who were offered the choice, would have preferred an extra $10,000 a year rather than keep their group benefits program. The 2025 Benefits Canada survey shows record interest in this cash option.<\/p>\n

This result does not mean coverage has lost its value. Rather, it raises questions about the financial pressure employees face, how well they understand their program and how relevant the benefits offered really are.<\/p>\n

One program, opposite needs<\/h2>\n
\"An<\/figure>\n

Consider two fictional employees at the same company.<\/p>\n

Camille is 27. She is paying off her student loans, saving for a first home and going through periods of anxiety. She is not alone: 47% of 18- to 34-year-olds say saving for a major purchase is a source of stress (FP Canada, 2026). She wants quick access to a psychologist, a wellness account and financial advice.<\/p>\n

Michel is 58. He is caring for his ill mother, lives with a chronic condition and is preparing for retirement. He needs adequate coverage for his medications, protection in case of disability and support in his role as a caregiver.<\/p>\n

They have the same employer and the same program, but their priorities differ significantly. The data illustrates this gap. The Mental Health Index score of 20- to 29-year-olds is 54.4 out of 100, compared with 71.4 among 60- to 69-year-olds. Workers under 40 are nearly twice as likely as those over 50 to want better mental health support. Meanwhile, about a third of 55- to 64-year-olds care for an adult who needs help, compared with 11% of 25- to 34-year-olds.<\/p>\n

\n
\n
17 points<\/span><\/div>\n

gap in the Mental Health Index between 20- to 29-year-olds and 60- to 69-year-olds<\/p>\n<\/div>\n

\n
2x<\/span><\/div>\n

nearly 2x more likely to want better mental health support before age 40<\/p>\n<\/div>\n

\n
1 in 3<\/span><\/div>\n

people aged 55 to 64 care for an adult who needs help<\/p>\n<\/div>\n<\/div>\n

Sources: TELUS Health, Mental Health Index, Q1 2026; Statistics Canada, Canadian Social Survey, 2022<\/em><\/p>\n

The real goal: your employees\u2019 health<\/h2>\n

A group benefits program is not an end in itself. It helps support employee well-being across several dimensions: physical, mental and financial.<\/p>\n

\"A<\/figure>\n

These dimensions are connected. Money remains the top source of stress for 43% of Canadians, well ahead of health (21%) (FP Canada, 2026). According to TELUS Health, 32% of workers have no emergency savings. Their Mental Health Index score is 49.6, compared with 69.6 among those who do.<\/p>\n

This is a potential blind spot. A program that reimburses psychological care but ignores financial difficulties risks overlooking an important driver of well-being. Prevention, wellness and financial education are not mere add-ons: they can help act upstream and reduce certain sources of stress.<\/p>\n

\n
\n
43%<\/span><\/div>\n

of Canadians name money as their main source of stress<\/p>\n<\/div>\n

\n
32%<\/span><\/div>\n

of workers have no emergency savings<\/p>\n<\/div>\n

\n
20 points<\/span><\/div>\n

gap in the Mental Health Index depending on whether workers have emergency savings<\/p>\n<\/div>\n<\/div>\n

Sources: FP Canada, Financial Stress Index 2026; TELUS Health, Mental Health Index, Q1 2026<\/em><\/p>\n

Essential coverage remains the foundation of the program<\/h2>\n

Offering more flexibility does not mean reducing core coverage. In the event of serious illness, an accident or a prolonged absence from work, prescription drug, disability and life insurance each help protect the financial security of employees and their families.<\/p>\n

This need is far from marginal. Among participants in the 2024 Benefits Canada survey, 58% were living with at least one chronic condition. In 2024, Canadian life and health insurers paid out $53.3 billion in health benefits across all types of coverage (CLHIA, 2025).<\/p>\n

Prevention helps reduce certain risks; insurance softens their financial impact when they materialize. A modern program must reconcile both.<\/p>\n

Flexible benefits: a common foundation, personal choices<\/h2>\n

The answer is neither the status quo nor a fully \u00e0 la carte program. It rests on two complementary components:<\/p>\n