Yes, Even Canadian Companies Should Offer Healthcare Benefits

DAYHOFF Team

Why Investing in Employee Health Is a Smart Business Strategy

In today’s competitive job market, Canadian companies are always looking for new ways to attract top talent and boost productivity. One powerful—and often underused—strategy? Offering comprehensive healthcare benefits.

Here’s why investing in employee health isn’t just the right thing to do—it’s the smart thing to do.

Key Takeaways

Canada’s public healthcare system has coverage gaps employers can fill
Chronic diseases, like diabetes, hurt both employee health and company performance
Comprehensive health benefits improve productivity, retention, and recruitment
DAYHOFF offers practical, on-site biomarker testing to support proactive health strategies

The Reality of Canadian Public Healthcare

Canada’s universal healthcare is well-known—but it’s also limited. It’s primarily reactive, meaning it kicks in aftersomeone gets sick. This “Medicine 2.0” model is useful for treating illness, but it doesn’t focus on preventing it.

Wait times, physician shortages, and limited access to mental health and wellness services make it hard for employees to stay on top of their health. Annual checkups are encouraged—but there’s little infrastructure to support proactive care at scale.

Why Medicine 3.0 Matters

Medicine 3.0 flips the script. Instead of reacting to illness, it emphasizes prevention, early detection, and personalization. It’s about helping people stay healthy—before problems arise.

Unfortunately, this proactive model isn’t widely accessible through Canada’s public system. That’s where employers can step in.

A blended approach—combining Medicine 2.0’s acute care with Medicine 3.0’s prevention—is the future of workplace wellness.

Why Employers Should Care

Your biggest threat isn’t employees getting the flu—it’s the silent, long-term impact of chronic conditions like diabetes, heart disease, and burnout. These issues reduce performance and increase costs slowly—until they don’t.

By supporting proactive health, companies can safeguard long-term employee wellness and productivity.

Case Study: The Cost of Diabetes

Chronic diseases are expensive—for individuals and companies alike. Consider diabetes:

Employees with diabetes cost $7,778 per year, vs. $3,367 for those without
Work loss costs are 1.7–2.2x higher for diabetic employees
Diabetes rates in Canada hit 15% in 2023 and are projected to reach 17% by 2033

Proactively addressing these issues through benefits and testing reduces costs and protects your team.

Winning the Talent War: Benefits That Matter

It’s not just about the paycheck—benefits matter. Here’s what the data shows:

60% of employees would take a lower salary in exchange for better benefits
16% have left or declined jobs over poor benefit packages
42% would stay in their current role if benefits improved

Health benefits are the most expected—and valued—of all offerings.

Safeguarding Your Most Valuable Asset

Your team is your company’s backbone. Protecting their health is critical for growth, morale, and long-term success. Here’s how to do it:

Offer comprehensive coverage: Include physical, mental, and preventive care
Support wellness: Incentivize healthy habits through workplace programs
Ensure easy access: Remove barriers to care
Educate employees: Help them understand and use their benefits
Keep it current: Update plans based on employee feedback and evolving needs

The Bottom Line

Providing healthcare benefits isn’t just a cost—it’s a strategic investment. It increases productivity, supports retention, and future-proofs your business.

A healthy employee is a productive employee. By prioritizing proactive care, you’re not just doing what’s best for your people—you’re building a stronger, smarter company.