Mental health claims are rising all across Canada. While this can create concern for employers during renewals, it's important to look beyond the numbers to the human story because rising claims don't necessarily mean something is wrong.

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.

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.

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.

In the workplace, psychological safety is critical for engagement and productivity. But it's also rare. There is plenty of research and many resources - frameworks, guides, etc. - to help companies navigate culture and intentionally build psychological safety in the workplace.