Nearly a third of Canadians with chronic physical (31%), developmental (31%) or mental-health disabilities (28%) said they’re benefits don’t go far enough, leaving them with out-of-pocket expenses they can’t afford.
75% of women said they want or need benefits that support women’s health, including services for fertility and menopause
Statistics source: RBC Insurance survey, 2025
Across Canada, employers and their employees are facing heightened uncertainty. Rising inflation, geopolitical instability, and shifting trade dynamics are fueling unease in the workplace. For many organizations, this turbulence has underscored the importance of leaning on trusted benefits consultants to help chart a clear, strategic path forward.
Why Benefit Consultants Matter
Uncertainty doesn’t just affect bottom lines, it directly affects people. When employees feel anxious about the future, productivity declines, stress levels rise, and mental health challenges become more common. Employers know they need to respond, but doing so effectively requires expertise, perspective, and a long-term strategy. That’s where benefit consultants provide measurable value.
As consultants, we work in partnership with leadership teams to evaluate existing benefits, identify which supports employees value most, and ensure every dollar works harder. The goal isn’t always to spend more, it’s to spend smarter, aligning benefits with both employee needs and organizational priorities.
Rethinking Benefits with Flexibility
Today’s employees want benefits that feel personal, flexible, and relevant. Rather than simply adding or cutting programs, forward-thinking employers are reimagining their plans to reach more people in more meaningful ways.
For example, some employers are moving from narrowly focused perks like gym memberships to broader Health & Wellness Spending Accounts , giving employees choice and flexibility while ensuring employers see real impact.
Controlling Costs Under Pressure
With rising costs across every part of the business, benefits plans are under sharper scrutiny. Employers want to remain competitive but must also protect long-term affordability.
Consultants bring proven strategies such as modular plan designs, benchmarking, and renewal negotiations that keep costs predictable without compromising value. The result: sustainable programs that support both the bottom line and the workforce.
Expanding Wellness Support
Employee well-being has become a non-negotiable priority. Mental health, in particular, is now central to workforce strategy. Consultants are advising employers on how to expand access by enhancing Employee & Family Assistance Programs [link to https://www.wiegers.ca/employee-and-family-assistance-plans], increasing awareness of available resources, and removing barriers to care.
Financial wellness is also gaining traction. Employers are introducing tools such as budgeting resources, debt management programs, emergency savings plans, and flexible retirement savings options. At Wiegers Financial & Benefits, we compliment these initiatives through our Financial Literacy Video Series and webinars. These initiatives reduce financial stress while demonstrating genuine care for employees’ long-term security.
Consultants as Strategic Partners
Perhaps the most meaningful shift is how employers now view their consultants. No longer seen solely as negotiators or brokers, consultants are recognized as strategic partners who collaborate with leadership teams to anticipate challenges, manage risks, and design solutions that address the whole employee: physical, mental, and financial.
Looking Ahead
Uncertainty may be inevitable, but employers don’t have to face it alone. By leaning on experienced consultants, organizations gain clarity, build resilience, and strengthen their most valuable asset: their people.
- Michael Carss, B.Comm.
Director, Innovation & Growth
Although the author is affiliated with a partner firm of Q Wealth, this publication was prepared prior to its affiliation with Q Wealth, it is not an official Q Wealth publication, and the author is not a registrant or research analyst of Q Wealth. The views expressed herein are those of the author alone, and they have not been approved by, and are not necessarily those of, Q Wealth. This publication is for information purposes only, it is not legal, tax, accounting or investment advice and should not be relied as such.
