Mental health is no longer a quiet conversation whispered behind closed doors—it’s front and centre in boardrooms, HR strategies, and employee expectations. For Canadian employers, supporting mental well-being is no longer optional; it’s essential.
In today’s workplace, where stress, burnout, and uncertainty are in the spotlight, employers have both a responsibility and an opportunity: to help employees navigate mental health challenges through thoughtful, well-structured group benefits plans. At Qopia Financial, we believe supporting employee well-being doesn’t have to mean sacrificing the bottom line. It’s about designing benefits for your company that are human-centred and financially sustainable.
Why Mental Health Support Belongs in Every Benefits Plan
According to the Mental Health Commission of Canada, mental illness accounts for nearly 30% of disability claims and 70% of total disability costs in Canadian workplaces. For employers, the impact is clear:
- Reduced productivity
- Increased absenteeism and presenteeism
- Higher turnover
- Elevated long-term disability claims
But here’s the good news: companies that invest in employee mental health see a positive ROI—in some cases, up to $4 return for every $1 spent.
Today’s workforce, especially younger employees and high-performing professionals, expects mental health to be an integral part of their benefits. They’re not just looking for coverage; they want access, ease, and personalization.
Core Components of a Mental Health-Friendly Benefits Plan
An effective mental health strategy goes beyond a one-size-fits-all solution. It combines multiple layers of support to meet employees where they are.
Here are some essential elements Qopia recommends including in group benefits plans:
1. Paramedical Coverage for Mental Health Practitioners
Traditional benefits plans often include coverage for massage therapy or physiotherapy, but psychologists, psychotherapists, and clinical counsellors should be equally prioritized.
Here are professionals we recommend including in paramedical coverage:
Psychologists: These professionals can diagnose and treat a wide range of mental health conditions using various forms of therapy.
Psychotherapists and Counsellors: These practitioners provide talk therapy to help individuals navigate personal challenges, develop coping mechanisms, and improve their mental and emotional well-being.
Social Workers: Clinical social workers can provide counselling and support for a variety of issues, including stress, anxiety, and relationship problems.
This ensures employees can access care quickly and on their own terms.
2. Employee and Family Assistance Programs (EFAPs)
EFAPs offer confidential, 24/7 short-term counselling and support to employees and their families. When well promoted, they serve as a powerful first line of defence. Key features include:
- 24/7 Access to Counselling: Most EFAPs provide immediate access to professional counsellors via telephone, video, or in-person sessions. This can be invaluable for employees who are experiencing a crisis or need immediate support.
- A Wide Range of Services: Beyond mental health counselling, EFAPs often provide support for financial issues, legal challenges, childcare and eldercare navigation, as well as nutritional guidance. This holistic approach recognizes that mental well-being is interconnected with various aspects of an individual’s life.
- Confidentiality: EFAPs are strictly confidential, which can help reduce the stigma associated with seeking help. Employees can access support with the assurance that their privacy is protected.
It’s best to regularly remind employees of EFAP access through onboarding, benefits orientations, and internal communications. Utilization increases when employees know it’s truly confidential.
3. Virtual Therapy and Wellness Apps
The digital transformation of healthcare has opened up new avenues for mental health support. Virtual care, including online therapy and mental wellness apps, has become an increasingly popular and effective means of delivering mental health services.
The Benefits of Virtual Care
- Accessibility: Virtual care removes geographical barriers, making it easier for employees in remote or underserved areas to access support.
- Convenience: The ability to connect with a therapist from the comfort of one’s own home can make it easier for employees to fit appointments into their busy schedules.
- Reduced Stigma: For some individuals, the anonymity of virtual care can make it easier to take the first step in seeking help.
These solutions offer flexibility and discretion, making it easier for employees to fit mental health support into their lives.
4. Preventative Wellness and Education
Mental health isn’t only about treatment—it’s also about prevention and education. Group benefits can include access to:
- Mental health webinars and lunch-and-learns
- Manager training for mental health literacy
- Tools for identifying burnout and stress
- Wellness spending accounts for meditation, coaching, or wellness retreats
A proactive approach helps create a culture of openness and support, reducing stigma and encouraging early intervention.
Balancing Cost with Care: Qopia’s Approach
At Qopia Financial, we understand that every business is unique. That’s why we take a personalized approach to designing group benefits plans. Our focus is on creating a plan that not only meets the needs of your employees but also aligns with your company’s financial goals.
Key Considerations for a Cost-Effective Mental Health Strategy
- Flexibility and Choice: Consider offering a flexible benefits plan or a healthcare spending account (HSA) that allows employees to allocate funds to the services that are most important to them. This can be a cost-effective way to provide a wide range of options without increasing overall plan costs.
- Integration of Services: A well-designed plan will integrate various mental health supports, such as an EFAP, paramedical coverage, and virtual care, to create a comprehensive and seamless experience for employees.
- Communication and Education: It’s not enough to offer these benefits; you also need to communicate them effectively to your employees. Regularly promoting the available resources and educating your team on the importance of mental health can help to increase utilization and reduce stigma.
Our data-informed, people-first approach ensures that benefits are not just competitive, but truly impactful.
Why It Matters: A Competitive Advantage
Beyond simply doing the right thing, supporting mental health provides employers with a competitive edge.
Companies with strong mental health benefits:
- Attract and retain top-tier talent
- Reduce short- and long-term disability costs
- Improve employee engagement and performance
- Build more resilient teams
In a talent market where values and well-being matter, mental health isn’t just a benefit—it’s a differentiator.
Final Thoughts: A Better Future for Work
Investing in the mental health of your employees is an investment in the future of your business. A workforce that feels supported and valued is more likely to be engaged, productive, and committed to its organization. It starts with benefits that reflect empathy, flexibility, and strategic foresight.
At Qopia Financial, we partner with business owners, HR leaders, and high-net-worth employers to design custom group benefits plans that support both employee wellness and organizational health.
Whether you’re revisiting your current plan or starting fresh, now is the time to ensure mental health is part of the equation.
If you’re ready to explore how your benefits plan can better support employee well-being—without breaking the budget—connect with Qopia today. Our experienced advisors are here to guide you.
