Five years ago, the pandemic forced us to rethink how we live and work. Now, halfway through the decade, organizations are preparing for yet another wave of change in the employee benefits landscape, shaped by rising economic pressures and the demands of a dynamic workforce.

From innovative family planning support to holistic wellness programs, employers are retooling their benefits strategies to attract, retain, and support talent in meaningful ways. As costs rise and workforce demographics shift, companies are embracing forward-thinking solutions such as fertility and eldercare benefits, weight management programs, and financial wellness initiatives to attract and retain talent. 

These six trends address pressing employee concerns and reflect a broader commitment to fostering resilience, inclusivity, and long-term well-being in the workplace.  

• Canadian Health Benefits Costs Are Increasing in 2025

In 2025, the cost of health benefits is projected to rise substantially, highlighting growing financial pressures for employers and employees. 

In Canada, benefits costs are expected to increase by 7.4%, driven by escalating claims related to chronic conditions, mental health support, and specialty drug therapies. This mirrors a broader global trend, where costs are anticipated to rise by an even higher margin of 10.4%. Globally, factors such as aging populations, inflation, and increased utilization of advanced medical treatments are contributing to these increases.

Employers face the challenge of balancing rising costs with the need to provide competitive and comprehensive benefit packages. At the same time, employees are likely to experience the impact through higher premiums and reduced coverage. These trends underscore the importance of proactive benefits for plan sponsors to manage these costs while maintaining value for their teams.

• Fertility Treatments & Family Planning Support Is the Norm 

Leading insurers like Sun Life and Desjardins are expanding coverage to include fertility treatments and medications, acknowledging the importance of supporting employees’ family planning journeys. This is incredible news to have fertility treatments become a staple in modern employee benefits plans. 

Here’s what it looks like. 

• Sun Life’s Family Building Program: Sun Life’s Family Building Program offers comprehensive coverage for fertility services, including physician and lab services, genetic testing, and various insemination and fertilization procedures. Additionally, fertility drugs are covered under their Extended Health Care plans. This initiative aims to alleviate the financial burden of fertility treatments, which can range from $7,750 to $12,250 per in-vitro fertilization (IVF) cycle in Canada. 
• Desjardins’ Family Focus Offering: Desjardins has introduced “Family Focus,” an expansion of its group insurance services designed to improve access to fertility treatments, surrogacy, and adoption-related expenses. This offering provides personalized support throughout family-building, addressing employees’ financial and emotional challenges.

Offering fertility benefits isn’t just a nice-to-have—it’s a smart move for employers. Employees with fertility coverage tend to feel more supported, stay with their jobs longer, and bring their best selves to work.

• Eldercare Apps, Support and Services

Canada’s senior population is rapidly increasing, with projections indicating that by 2043, approximately 25% of Canadians will be 65 and older. 

This demographic shift presents challenges in healthcare, housing, and the workforce, necessitating proactive measures to support an aging society. With employees often caring for aging parents, employers are introducing eldercare support services, including apps that assist in managing caregiving responsibilities to help balance work and personal life.

In 2025, eldercare apps and support services are emerging as a key benefits trend, reflecting the growing need for resources to help employees balance work and caregiving for aging parents. 

These apps provide features like: 

• Scheduling tools for medical appointments, 
• Medication reminders, 
• Access to qualified caregivers, 
• And integration with telehealth platforms for remote consultations. 

Employers are also expanding eldercare benefits beyond technology, offering: 

• Caregiving leave, 
• Financial planning for long-term care, 
• And access to eldercare coordinators to navigate complex healthcare systems. 

By addressing this critical need, organizations aim to reduce stress and absenteeism tied to caregiving, boosting productivity, retention, and overall well-being. This trend underscores a shift toward adapting to evolving workforce demographics.

• Including Weight Management Programs

In 2025, weight management programs will become central components of employee benefits as organizations and insurers recognize the importance of comprehensive health support. Insurers like Desjardins are incorporating weight management programs into their offerings, offering personalized nutrition guidance, fitness tracking tools, and access to weight loss coaching. 

These programs aim to promote healthier lifestyles, reduce the risk of chronic conditions, and enhance employee productivity and satisfaction. Desjardins has partnered with Constant Health to provide behaviour-driven, evidence-based weight management programs, reflecting a commitment to addressing obesity as a chronic health issue.

• Comprehensive Wellness Initiatives

Beyond weight management, there is a significant shift toward comprehensive wellness initiatives that take a holistic approach to employee health. These programs encompass physical, mental, and financial well-being, reflecting the interconnected nature of these areas. 

Physical health offerings often include on-site fitness classes, virtual workout subscriptions, and preventive health screenings. Mental health resources have expanded to include mindfulness apps, virtual therapy sessions, and stress management workshops. On the financial wellness front, employees are increasingly provided with tools like budgeting apps, retirement planning workshops, and one-on-one financial coaching.

By addressing multiple facets of well-being, these initiatives not only enhance the quality of life for employees but also help organizations mitigate rising healthcare costs and improve workplace engagement. The focus on holistic wellness is indicative of a broader trend where benefits are tailored to meet the diverse and evolving needs of today’s workforce.

• Implementing More Financial Wellness Programs

Rising inflation and economic uncertainty are many plan sponsors’ top concerns. 

Employers are responding by prioritizing financial wellness initiatives that address immediate challenges while fostering long-term stability for their workforce. Here’s what that looks like: 

• Retirement Planning Support: With economic uncertainties, there is an increased focus on providing resources and tools to help employees plan for retirement and manage their finances effectively. This includes financial education workshops to empower employees to make informed retirement decisions, access to financial advisors, group RRSPs with matching employer contributions, or online retirement planning tools. 
• Debt Management Assistance: In response to rising household debt and its impact on employee well-being, Canadian employers are increasingly incorporating debt management assistance into their benefits packages. Key initiatives include Student Loan Repayment Programs, Financial Literacy Programs, Employee Assistance Programs, and Debt Repayment Benefits. 

For example, Marmot Benefits offers employer-sponsored plans to assist with the repayment of student loans or residential mortgages, aiming to improve employee morale and mental health by reducing debt-related stress.

• Financial Literacy Programs: A recent survey highlights that 55% of female employees want to improve their financial literacy, emphasizing the rising demand for workplace financial education. Many women feel underprepared to make informed financial decisions, impacting long-term stability. Plan sponsors can address this need by offering tailored programs that empower women to manage their finances better.

As employee benefits continue to evolve in 2025, staying ahead of these trends is essential for employers aiming to attract and retain top talent. Orchard Benefits is committed to helping businesses navigate these changes by offering innovative solutions that meet the diverse needs of today’s workforce. Whether it’s supporting family planning, eldercare, or financial wellness, Orchard Benefits ensures your organization is equipped to provide meaningful, competitive benefits that foster employee well-being and satisfaction.