Wiegers Financial & Benefits

In a Nutshell: Blog Highlights

In today’s rapidly evolving Canadian labour market, group benefits are emerging as a priority concern for job seekers - not just a bonus on a job offer. As 2026 gets underway, more professionals are exploring new career opportunities, and better benefits and perks now rank at the very top of what motivates them to consider switching jobs.¹

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This blog highlights:

That one-third of employed Canadian professionals plan to look for a new job in early 2026 - up significantly from six months earlier.²
How benefits and perks have, for the first time, surpassed salary as the most-cited driver of job search activity.³
Why benefits are now a core part of total compensation and a key factor in attracting and retaining talent.
How employers can respond meaningfully by designing benefits packages that meet the expectations of today’s workforce.

At its core, this is about understanding that benefits are no longer optional extras. To the contrary, they are central to career decisions and organizational success.

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The Deeper Dive

In late 2025, a Robert Half Canada survey revealed a striking shift in how Canadian workers are thinking about their careers in 2026. According to the research, one-third of employed Canadian professionals say they plan to look for a new job in the first half of 2026 - a notable increase from 26% just six months earlier.⁴

But what’s most telling isn’t just the number of people considering a move; it’s why they are looking. For the second time since Robert Half began tracking worker sentiment, “better benefits and perks” tops the list of drivers influencing job search activity (33%), just edging out competitive pay (31%) - ahead of even career advancement and growth opportunities.

This trend marks a clear and meaningful evolution: benefits are no longer just “nice to have”. For manyCanadians, they’re either a deal-breaker OR a deal-maker.

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Why Benefits Matter More Than Ever for Job Seekers

1. Benefits Are a Core Part of Total Compensation

Historically, salary was seen as the main lever for attracting talent. But in today’s job market, total compensation, including benefits, perks, flexibility, and well-being supports, is what candidates truly evaluate. Employers that fail to communicate and optimize their benefits packages risk losing talent to competitors who emphasize holistic support.

Recent data on employee perks in Canada shows that workers increasingly value lifestyle-friendly benefits such as paid time off, mental health days, flexible work arrangements, retirement-relatedprograms, and comprehensive extended health coverage as key differentiators when choosing employers.

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2. The Modern Workforce Is Looking for More Than a Paycheque

Four key employee benefits trends are shaping workplace expectations in 2026:

Mental health and well-being coverage, such as virtual therapy support or counselling access.
Flexible and configurable benefits plans that let employees tailor their coverage to personal needs.
Holistic well-being initiatives that extend beyond traditional health and dental to lifestyle, financial wellness, and work-life balance.
Work–life balance supports, including flexible schedules or hybrid work arrangements.

These trends reflect a deeper shift: job seekers aren’t just looking for financial security; they want confidence, flexibility, and support that allow them to thrive both in and out of the workplace.

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What This Means for Employers in Canada

If benefits are the top motivator for job seekers, then maintaining competitive benefits offerings is no longer optional; it’s strategic.

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Here’s How Employers Can Respond:

Elevate Benefits in the Recruitment Conversation
Recruiters must sell benefits with as much emphasis as salary. Job postings and interviews should clearly describe health plans, mental-health supports, well-being incentives, and work-life balance initiatives.

Make Benefits Flexible and Personalized
The one-size-fits-all model is fading. Employees expect plans that offer choice, whether that’s mental health coverage, financial wellness coaching, or flexible spending accounts.

Embed Well-Being Into the Culture, Not Just the Package
Benefits aren’t just perks; they are part of how a company shows it values its people. This means policies around burnout prevention, workload expectations, manager training for empathetic leadership, and genuine support for life events (like parental leave or caregiving) are becoming critical.
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Monitor What Matters Most to Candidates
Different generations and life stages have different priorities. For example, Gen Z workers and working parents were especially likely to plan job searches in 2026, demonstrating how life stage affects motivations when comparing roles.

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A Competitive Benefits Strategy Isn’t Just “Nice” - It’s a Necessity

Today’s Canadian job market is dynamic and, in some sectors, competitive. Recent labour data suggests that while Canada’s unemployment rate edged up slightly in early 20265, job seekers are more active and selective in their search than in previous years, making every element of total compensation, especially benefits, more influential than ever.
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For many professionals, especially those in tech, younger workers, and working parents, benefits are viewed less as a supplemental perk and more as core to their quality of life, personal security, andlong-term well-being. Employers that recognize and embrace this shift by designing strategic, flexible, and meaningful benefits programs will be better positioned to attract and retain the talent they need to succeed.

In Summary:

Benefits aren’t just an add-on anymore; for a growing portion of Canadian job seekers, they’re equally, ifnot more, important than pay. As we move deeper into 2026, employers must adapt their total rewards strategies to meet rising expectations around health, well-being, flexibility, and personalized support.

To learn more, please contact us.