Mind the Gap: Why Tailored Benefits Matter More Than Ever

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As Canada’s workforce grows more diverse, a new RBC Insurance survey shows traditional benefits plans are falling short—especially for women, people managing chronic conditions, and younger workers.

75% of women want benefits that specifically support women’s health, like fertility and menopause services.
Those with chronic physical, developmental, or mental health conditions often face insufficient coverage and high out-of-pocket costs.
1 in 5 Canadians aged 18–34 don’t even know what benefits they have access to.

“These findings are a call to action,” says Tony Bruin of RBC Insurance.
“Inclusive, relevant benefits aren’t just nice to have—they’re essential for well-being and retention.”

What employers can do:

Evaluate and adapt benefits to match workforce demographics
Prioritize mental health, affordability, and accessibility
Communicate offerings clearly, especially to younger employees

What benefitsConnect can do:

Collaborate with employers to develop a strategic communication plan or host informative employee sessions to enhance understanding of their benefits package.
Explore mental health solutions within Group benefit plans or Employee Assistance Programs (EAPs).
Utilize benchmarking tools to refine benefit plans, ensuring they align with the evolving demographics of the workforce.

Canadian Dental Care Plan Vs. Group Benefits

As the Canadian Dental Care Plan(CDCP) broadens its age eligibility, a common question arises among employers and employees: What sets it apart?

First, how to be eligible to apply?

The following requirements to be eligible for the dental care plan:

A Canadian resident
No access to dental insurance through an employer, student organization, a family member’s employer benefits, a pension, or a family member’s pension benefits. This includes Health Spending Accounts.
Recent Tax Return has been filed.
Adjusted family net income is less than $90,000

How much does the CDCP cover?

There may be additional charges – check out Canadian Dental Care Plan – What is covered – Canada.ca to learn more.

Here’s what employers need to consider when comparing their group plan to the CDCP:

CDCP eligibility considers total family income, not just the employee’s. Group plans typically provide broader coverage than CDCP, which limits or excludes services like periodontal and orthodontics. CDCP offers minimal scaling and polishing coverage, with potential out-of-pocket costs due to its lower fee guide.

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Vibe CEO Inaugural Event Sponsor

Mitali & Jaclyn

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