In area of mental health, employees keen on screening, training but small number of employers offer benefit
Benefits continue to provide employees with a sense of security, helping them to navigate life’s challenges while providing a competitive advantage to employers, according to a global survey of employees by Mercer Marsh Benefits.
For instance, the more benefits an employee receives, the more likely the employee is to report thriving in their role
For example, among employees who have 10+ benefits, 76% say their employer cares about their health and wellbeing, compared to 45% of those with zero benefits.
And similarly, 81% of those with 10+ benefits say they have a “strong sense of belonging to [their] team or organization” compared to 58% of those with zero benefits.
However, there is also a disconnect between what many employees value and what employers provide, finds the survey of 18,384 employees in 17 markets, including Canada, between October and November 2024.
For example, 39% of respondents say insurance coverage or discounts for outpatient prescription drugs would be helpful to them or their family — but only 25% of employers provide this benefit.
Similarly, 36% of respondents say emergency savings or loan programs would be helpful, but only 21% of employers have this offering for employees.
Aon previously forecast a substantial increase in Canadian employer medical costs in 2025, with projected rates rising to 7.4 percent, up from 5.0 percent in 2024.
Mental health considerations
Mental health conditions continue to affect employees, says the Mercer Marsh Benefits report, as one-third report feeling stressed in everyday life and most days at work, with many also expressing concerns about cognitive decline and loneliness.
And the survey shows considerable gaps between employee preferences and employer offerings. For example, 38% of respondents say mental health screenings to “identify potential concerns” would be helpful to them or their family.
But these are offered by only 22% of employers.
And 36% of respondents would appreciate training programs to help recognize and address mental health challenges for themselves and others — but only 25% of employers offer this benefit.
“To safeguard minds, employers should reassess how they support employees’ mental health and introduce targeted support strategies,” says the report. “This might include offering mental health screenings, implementing dynamic health education strategies, enhancing social well-being and fostering a culture of psychological safety in the workplace.”
Most workers want the ability to include voluntary add-ons. in the benefits plans they receive from their employers, according to a previous report.
Financial wellness by generation
Alongside health concerns, financial worries are also prevalent across all generations, finds the survey. For example, Gen Z’s top concern is having enough money to buy a house, while every other generation is focused on their ability to fund a comfortable retirement.
“Employees of all ages worry about having enough money to cover their monthly expenses,” says Mercer Marsh Benefits.
Employers can address these concerns by offering additional financial support, says the report, such as savings schemes, providing financial advice well in advance of retirement, and offering supports that help reduce costs in other areas of life, such as healthcare savings programs, educational assistance and negotiated discounts for everyday expenses (e.g., childcare and food).
