Plan members appear unclear about how benefi ts are funded: 50% believe the
employer pays a premium and the insurer covers all costs, and 41% are unsure.
Fifty-one percent of plan members expect their benefi ts to continue after retirement—
pointing to an opportunity for retirement planning as a retention tool.
Plan members rate the quality of their plans highly and are more willing than
expected to help their employers with cost-sharing measures in order to protect
their benefits.
When asked about prescriptions, plan members are most willing to shop around
between pharmacies for lower costs in order to help their employer maintain their
current coverage.
ninety-two percent of plan members would likely participate in on-site health risk
screenings for conditions such as diabetes.
ninety-one percent of plan members would be willing to participate in a disease
management education program as a means to ensure coverage for higher-cost
drugs.
When asked about education for diseases, 69% of plan members agree it should
be a priority for their employers.
Barely half (52%) of plan members feel their employers are very supportive
in helping to manage workloads.
a strong majority of plan members and plan sponsors agree that workplace health
promotion programs will in the long run help reduce the strain on Canada’s public
health system.