Young, old employees lack workplace health coverage when needed: Report

Gaps exists in workplace programs for employees struggling with mental health issues,chronic health conditions

Young workers and seniors are the most impacted when they need time off work due to an illness or disability, according to a new report by the Conference Board of Canada. Less than half are covered by employer sick leave and disability leave plans, the report claims.

"Both young people and seniors are more likely to have casual, contract or part-time jobs that can be less secure and offer fewer benefits,” said Karla Thorpe, director of leadership and human resources research at the Conference Board of Canada. “As we enter a period of tight labour markets, employers will need to think about how to best engage these two segments of workers to ensure they remain healthy and productive at work."

The following was highlighted in the report:

• young workers and seniors are at the most at risk of not having sick leave and disability coverage
• coverage is lacking for employees in certain sectors, such as construction, retail and the services sector
• more Canadian organizations offer programs and supports for employees with physical health issues than for mental health issues.

Certain demographic groups are more at risk than others. Only one third of 18-24 year olds in the workforce (34 per cent) have any paid sick days or short-term disability coverage. One quarter (26 per cent) have coverage in the event of a long-term disability. Less than half of individuals in the workforce over the age of 65 have paid sick days or short-term disability leave, and only 41 per cent have long-term disability coverage.

Employees with mental health issues are also somewhat more vulnerable than those with physical health issues, the report says. More organization offer supportive programs and services for physical health issues (61 per cent) than mental health issues (53 per cent). Slightly over half of employees surveyed said that programs and services that support their physical health are helpful (52 per cent), but fewer (40 per cent) agreed that the mental health supports provided by their employer are useful.

Gaps in employer programs to address mental health issues and chronic disease are also identified in the report.

The report, Disability Management: Opportunities for Employer Action, provides advice and guidance for organizations to more effectively manage absenteeism. It is third in a three-part series. The first publication, Missing in Action—Absenteeism Trends in Canadian Organizations, was released in September. The second publication, Creating an Effective Workplace Disability Management Program, was published earlier this month.

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