Prescription drugs remain one of the biggest and most unpredictable drivers of benefits costs in Canada. For tech companies—where teams grow quickly, medication needs vary widely, and mental-health prescriptions continue to rise—those costs can escalate fast. It’s no surprise, then, that more employees are searching for support programs that help offset out-of-pocket drug expenses. One name surfaces more than almost any other: RxHelp.
But what exactly is RxHelp, and how does it fit into an employer-sponsored benefits plan? And more importantly, why are so many HR teams paying attention to it heading into 2026?
RxHelp is a Canadian prescription assistance program designed to reduce the cost of eligible brand-name medications. The concept is simple: if a manufacturer offers financial support for a particular drug, RxHelp makes that support accessible at the pharmacy counter—no forms, no chasing reimbursement, no friction for the employee.
Employees register online, receive a digital or physical savings card, and present it when they fill their prescription. RxHelp then applies the manufacturer-funded savings instantly, often covering a meaningful portion of the co-pay. For anyone managing a chronic condition or taking long-term medications, those savings can add up quickly.
This is where RxHelp stands out. It doesn’t replace group benefits or compete with them; it layers on top of existing coverage to reduce what employees pay out of pocket and to reduce how much ultimately hits the employer’s benefits plan.
Many employers assume that programs like RxHelp disrupt claims or complicate the pharmacy process. In practice, it’s the opposite. RxHelp integrates seamlessly:
1. The employee fills their prescription as usual and the claim runs through the group benefits plan first.
2. RxHelp applies a manufacturer copay offset at the point of sale.
3. The final amount billed to the plan is lower—reducing the claims cost and easing long-term renewal pressure.
For HR teams, this makes RxHelp more than just an employee resource. It becomes a quiet but powerful cost-control mechanism, reducing strain on drug plans without reducing coverage. In an environment where renewals are climbing and specialty medications are becoming more common, that efficiency matters.
Tech teams often rely on medications that fall into the categories with the highest cost volatility: ADHD treatments, antidepressants, anxiety medications, asthma therapies, migraine injectables, and other specialty drugs. These are also the medications that most frequently trigger co-pay frustrations and out-of-pocket surprises.
That’s why programs like RxHelp have become increasingly valuable. They:
For early-stage startups—especially those still building out a full benefits strategy—RxHelp can act as a bridge, giving employees meaningful cost support even before the company can afford more comprehensive coverage.
Registering for RxHelp is quick, but adoption only happens when employees know the program exists. HR leaders can make a big impact with a few simple steps: add RxHelp to onboarding materials, include a short explanation inside your HRIS or internal benefits hub, and resurface it during open enrollment or any benefits refresh.
Real-world examples go a long way in driving usage. Sharing scenarios such as “Here’s how Sarah reduced her ADHD medication costs by $40 per month” makes the program relatable and immediately useful.
If you’re working with Orchard Benefits, many of these resources—including employee-friendly explainers—are already built and available to integrate into your communication channels.
It is one of the most effective complements available in Canada today—one that employees actively search for and increasingly expect their employers to make visible. When used well, it supports the employee, protects the plan, and gives HR leaders another lever to control rising drug costs without reducing coverage.
