June is Pride Month in Canada, which is about so much more than visibility, especially in the workplace. It serves as a time for reflection, education, and support. Inclusion at work goes beyond rainbow branding or one-time campaigns; it’s about building workplaces where people don’t have to hide who they are. Employees want to feel safe, respected, and supported year-round, and benefits and workplace culture both play an important role in this.

Reconciliation in the workplace goes beyond statements and awareness campaigns - it involves ongoing learning, meaningful effort, and a commitment to creating environments where Indigenous employees feel genuinely respected, supported, and included. For HR leaders, this includes offering inclusive benefits.

When we think of workplace safety, we often focus on physical accidents or hazards – but workplace safety also includes mental wellbeing, psychological safety, injury recovery, burnout and illness support. And many employees don’t fully realize what protections and support already exist, in both legislation and benefits.

For many of us, we’re living in a cycle of work-recover-repeat. Weekdays consumed by work, family routine or life admin. Collapsing into the weekend, a precious two days that become recovery instead of living. No rest, just reset.

The data tells us that there’s a gap between having benefits and actually using them and that this gap may be even more significant for men. Taking the time to explore your coverage, ask questions, book preventative appointments, or access mental health support is a part of taking care of yourself. Your benefits are there to support you – but they only help if you use them.

Explore the role of AI in benefits administration. Discover how AI in benefits enhances efficiency while understanding its limitations in human connection.

Alberta's Bill 11 is a shift in both access and responsibility within the system. For those who want a simpler approach to understanding, this blog explains what Bill 11 actually changes.

True leadership is built through experience, not just theory, and one of the most underused environments for that experience is community volunteering.

Most sources of organizational stress don’t come from bad intentions. In fact, they’re often well-intentioned ways of working. But over time, they can turn into patterns that quietly create strain. This blog discusses some of the most common sources of stress in organizations.

Sleep is directly related to performance, mood and long-term health. Your employee benefits may already include tools that can help you sleep better – you just might not know it.

Better nutrition doesn’t require a full lifestyle overhaul – your employee benefits may already cover the support you need.

Benefits fraud is not a victimless crime. It leads to higher insurance premiums, reduced or eliminated coverage, job termination, and potential criminal charges. The most important step that employers can take in reducing benefits fraud is to ensure their employees understand the seriousness and impact - both to the company and themselves.

Part 3 of our three-part Financial well-being series breaks down how to plan your route from where you are now to where you want to go into actionable steps.

In Canada, nearly half of the workplace is made up of women. When designing a benefits package for your workplace, these are the benefits that matter most to women as they transition through life.

It’s important for employers not only to educate their employees about RRSPs, but also encourage them to contribute. It isn’t about applying pressure or guilt, it’s about providing timely clarity and support.

Updated Capital Accumulation Plan (CAP) Guidelines came into effect in Canada on January 1. If you’re like most people, you’re probably wondering what this means for you - and worried that it means more work. This blog breaks down what the CAP guidelines are, what's changed and how it impacts your benefits plan

The article explores how benefits can support financial recovery through tools many employees don’t realize they already have access to. It also looks at how physical benefits — including wellness spending accounts, paramedical services, vision and dental care — can help offset common January expenses while supporting healthier habits.

In our latest blog, we explore what crisis really looks like in today’s workplace — and why it’s not limited to emergencies or breaking points. We look at the early signs employers and managers can watch for, why employees often hesitate to reach out for help, and how crisis lines and EAP services are designed to support employees preventatively, not just reactively. The blog also offers practical, employer-focused guidance on how to better support employees in difficult mome

Most of us understand the value of having a financial plan, yet creating one can feel overwhelming or unclear. That’s why we’ve put together a straightforward three-step framework to guide you. Setting meaningful financial goals is one of the most powerful steps you can take to improve your overall financial well-being. Goals give your money direction. They help you move from reacting to your finances to actively shaping them.

People who feel their whole selves are valued and recognized are more resilient, more productive, and more committed to their organization, which benefits both individuals and the business. That’s why more employers are seeking ways to support their employees’ whole selves, and that includes supporting their mental wellbeing as well as promoting their community engagement