In today’s workforce, one thing is clear: group benefits are no longer a “nice-to-have.”

They’re a non-negotiable.

But not all benefits are created equal. As employees demand more flexibility, transparency, and value from their coverage, the limitations of traditional premium-based plans are becoming painfully obvious. That’s why Health Spending Accounts (HSAs) — not fixed plans with rising costs and red tape — are rising in popularity.

Let’s break down what’s driving this shift and why forward-thinking employers are turning to HSAs to support their teams.

Attracting and retaining top talent in a post-pandemic market

The talent market may be becoming more balanced, but benefits are still a central factor in job decisions. In fact:

• 86% of Canadians say benefits impact whether they accept a job offer
• 71% say their current benefits are a key reason they stay with their employer
  (Desjardins)

But these aren’t just any benefits. Today’s employees want support that reflects their lives. Not a plan that pays for braces they don’t need — or offers $500 in massage when they’re struggling with mental health.

With HSAs, every dollar goes toward what employees value. From therapy to orthotics to fertility care, HSAs provide freedom of choice — and prove you’re an employer who gets it.

Well-being is now a business imperative

Over the last five years, wellness has become core to how employees define a good workplace. This isn’t just about reactive healthcare — it’s about proactive, preventative support.

• 97% of working Canadians say mental health is a top contributor to their well-being
• 96% cite financial situation, and 93% highlight work-life balance as contributors to their well-being
  (CharityVillage Workplace Wellness Report, 2024)

As wellness expectations grow, so too does the demand for relevant benefits. Traditional plans often fail to support modern wellness needs with outdated coverage limits and red tape. HSAs change that by offering the flexibility to cover mental health services, nutritionists, chiropractors, alternative medicine — whatever helps people stay well.

It’s not just better benefits — it’s better outcomes.

Financial stress is a productivity killer

Healthcare support is no longer a “perk” — it’s a buffer against stress and instability. And today, financial anxiety is everywhere:

• 53% of working Canadians say money stress has impacted their job performance
• Financial stress is estimated to cost $53.9 billion annually in lost productivity
  (Canada.ca, Benefits and Pensions Monitor)

That’s why the importance of benefits has skyrocketed — not for fluff, but for real, tangible financial support.

With HSAs, employees aren’t paying monthly premiums they may never use or high deductibles. They have clear, tax-free healthcare dollars to spend how they need. That transparency and control reduces stress — and unlocks real peace of mind.

An Employee and Family Assistance Plan also provides a strong buffer against financial stress. Get in touch with our Growth Team to find out more.

A diverse workforce needs personalized benefits

Workplaces are more diverse than ever — across generations, cultures, health needs, and life stages. That diversity has made personalization non-negotiable.

• 76% of job seekers consider workforce diversity important when evaluating employers
  (DoIT Software)

The problem? Traditional benefits were designed for sameness — not individuality. That’s why they fall flat for many employees, especially those with unique or underrepresented care needs.

HSAs flip the model. Whether it’s an employee pursuing IVF, supporting aging parents, accessing gender-affirming care, or using acupuncture for chronic pain — HSAs give them the funds and freedom to choose.

You’re not forcing people to fit into a box — you’re giving them a key.

Work-life balance has become non-negotiable

The pandemic permanently changed how people view work. Employees expect their employer to respect their time, support their health, and make life outside work easier to manage.

• Over 70% of employees say work-life balance influences job decisions
• Over 50% of Canadians feel chronically overworked
  (Pivotal Solutions)

Traditional benefits are often stuck in the past, offering narrow, transactional support. HSAs are built for real life — covering therapy, mobility aids, wellness programs, family health expenses, and more.

That flexibility helps people manage stress, stay healthy, and feel respected — which translates to better performance at work and higher loyalty.

Employers are demanding more for less

It’s not just employees — employers are frustrated too. Premiums keep rising, but the value doesn’t.

• Employer medical costs in Canada are projected to increase by 7.4% in 2025
  (Aon)

That’s a hard pill to swallow — especially when you’re paying for benefits that employees barely use or understand.

HSAs offer a clear solution. You set the budget. You eliminate unpredictability. And you deliver real value to your team — without the burden of ballooning premiums or costly admin fees.

You’re not just being smart. You’re being sustainable.

Final Thoughts: The Future of Benefits Is Flexible

As the expectations of employees shift, so too must the way we think about benefits. This is no longer about insurance products — it’s about delivering meaningful, practical, and human-first support.

That’s why group benefits are more important than ever — and why traditional models are falling short.

Health Spending Accounts are flexible, fair, transparent, and powerful. They give your team choice. They give your business control. And they ensure every benefit dollar goes where it counts.

If you’re ready to offer benefits your employees will actually use — and appreciate — our Growth Team would love to chat. We’re also social! Follow us on LinkedIn, Instagram, Facebook and X!

It’s time to stop wasting money on plans that don’t deliver.