Competitive employee benefit programs are often designed to attract and retain top talent. However, some employers struggle to engage employees in these programs once they are hired. Learn how to boost employee engagement in health care benefits in this article.

Helping employees take full advantage of the benefits offered can positively impact their financial and emotional health. It can also help your bottom line. When employees are focused on physical and mental wellness, they are more productive and can help create long-term change for their employer.

Breaking down the basics

Employees want convenient, cost-effective access to health care. They also want choices and the ability to talk to someone who can answer their questions on the spot. Here are a few tips on how to educate employees about plan basics and get the most out of their coverage.

  • Health care:

    • Guide employees through when and how to use the plan. This will help them better understand the benefits you are providing. Here are some examples:
    • Educate employees on when it’s appropriate to go to the emergency department versus visiting an urgent care or walk-in clinic. Emergency department visits take more time, whereas visits to urgent care or walk-in clinics are often faster and more effective when the medical issue is not urgent.
    • Highlight the advantages of receiving free preventive services. Canada’s publicly funded health care system covers many preventive health services, such as physicals, immunizations and routine screenings. However, private benefits plans can help cover services not included in public health care, such as paramedical services (e.g., physiotherapy, chiropractic care, etc.).
    • Inform employees about reduced prescription drug costs through mail-order programs and pharmacy networks available in private benefits plans. Depending on the coverage, employees may be able to access longer-term supplies of medication at a reduced cost.

  • Telehealth:

    • Encourage employees to access care when and where they need it. Telehealth programs are increasingly popular in Canada as they provide virtual consultations with health care professionals via phone or video chat. Many group benefits plans now include telehealth services that allow employees to receive medical advice, mental health support and chronic illness management without having to visit a clinic.
    • Mobile apps for managing chronic conditions like diabetes, heart disease, and asthma are also available, helping to improve adherence to treatment and lower personal health care costs.

  • Dental and vision care:

    • Help employees understand the benefits of stand-alone dental and vision plans. Point out these highlights that often go unnoticed:
    • Preventive dental care (e.g., cleanings and exams) and routine vision exams are covered in full under many private benefits plans.
    • Additional services, such as cavity fillings and frames for glasses, can often be accessed with minimal out-of-pocket costs, provided the employee uses in-network providers.
    • Employees may also receive discounts on elective dental services like teeth whitening or corrective vision treatments such as laser eye surgery.

  • Employee assistance programs:

    • Support employees’ mental health by reminding them that employee assistance program (EAP) services are often confidential and provided at no cost for a limited number of sessions.
    • EAPs in Canada commonly include support for stress management, grief counseling and financial planning, as well as 24-hour hotlines for emergency situations.
    • If an employee requires additional treatment, benefits plans often offer coverage for extended mental health care. This may include therapy provided by psychologists, social workers or counselors.

Offering lifestyle benefits

In addition to basic health and wellness benefits, many employers have begun to offer plans that cater to their employees’ lifestyles. Employees are often more willing to take advantage of options that meet their specific needs.

Providing alternatives shows that you care about your employees’ well-being and want them to select the options that benefit them the most. Some of the most popular plans available include:

  • Credit-score monitoring
  • Identity theft protection
  • Pet insurance
  • Lactation services
  • Fertility benefits
  • Paid leave for caregivers

You may also want to consider implementing wellness initiatives that integrate information from wearable technology. These can enable employees to set personal goals, monitor progress, compete with colleagues and enter team challenges. Creating a social network within the workplace gives employees the chance to engage with colleagues and management in a new and exciting way and may help in employee engagement in health care benefits.

For more information

If you have questions about how to increase participation in your benefits plan, talk to your broker or benefits advisor. They can help you design a medical plan that offers flexibility and access, and identify complementary benefits suited to your workforce.