One-size-fits-all packages appeal to the average worker but fail to engage or retain employees across changing demographics effectively. What does appeal to today’s diverse talent pool? Benefits that can be customized to match their unique needs and preferences.

Advances in HR technology now enable the efficient administration of personalized and flexible benefits on a large scale. Employees have come to expect more latitude in selecting and optimizing their rewards. A 2018 study found that 65% of employees value choosing their benefits, while only 36% felt they currently had input into their options (Source).

Employers must adapt their benefits strategies to attract and retain top talent as demographics shift, or risk losing out on skilled workers. This article will explore how to tailor employee benefits for tailored needs in Canada to successfully meet the needs of a multigenerational workforce.

Four generations currently make up Canada’s workforce, from seasoned Baby Boomers to rising Gen Z . Here is a breakdown of how many workers fall into each cohort by analysis in 2020 (Source):

• Baby Boomers: Born 1946-1964, make up 19% of the workforce
• Generation X: Born 1965-1980, make up 36% of the workforce
• Millennials: Born 1981-1996, make up 40% of the workforce
• Generation Z: Born 1997-2012, make up 6% of the workforce

While overall population trends point to steady growth in the Gen Z and millennial proportions over the next 5-10 years, the reality is that all four generations will continue to work side-by-side for the foreseeable future.

With no generation dominating the labour pool, a personalized approach to benefits is required to meet the needs of all employees.

Understanding what motivates each generation and their evolving priorities can inform benefits strategies. While individual differences always exist, the research points to overarching trends by age cohort.

Employee Benefits for Generation Z

As the newest generation entering Canada’s workforce, companies can engage Gen Z employees early on with the right benefits. Some key considerations for this cohort:

• Mental Health Support: Gen Z workers prioritize mental health, wellness, and work-life balance. Having access to counselling services, meditation apps, mindfulness programs, or other support resources scores points with this group.
• Student Debt Relief: Younger employees with significant student debt appreciate help repaying these loans. The average debt load for a Canadian Gen Z student is $20,165 and rising (Source). Even small monthly contributions toward their loans can boost loyalty.
• Workplace Culture: More than older cohorts, Gen Z seeks jobs that connect to their values. Working for companies with shared social perspectives builds trust with these employees.
• Career Development: Eager to learn and advance, Gen Z looks for training, mentorship, and continuous skills development opportunities from employers.

Read more: https://ebsource.ca/employee-benefits-for-gen-z-workers/

Employee Benefits for Millennials

Making up over a quarter of Canada’s workforce, the diverse needs of millennials cannot be ignored. Here are some key considerations:

• Childcare Support: Most millennials are in their family formation years, and they need paid parental leave, childcare stipends, fertility benefits, dependent stipends, and healthcare to cover children. Seventy percent are willing to change jobs to access better fertility benefits.
• Student Debt Relief: The Canadian millennial graduates college or university with student loan debt. Contributions or repayment assistance programs help attract and retain this workforce segment.
• Work Flexibility: Millennials value schedule flexibility more than their older coworkers. 34% have left a job due to a lack of flexibility, and 24% are actively seeking a new job for this reason. (Source)
• Health Insurance: Comprehensive medical insurance, dental insurance, and vision care is still highly valued by millennials, especially those with dependents. Spousal coverage and low deductibles appeal to this group.

Read more: https://ebsource.ca/employee-benefits-for-millennial-workers-in-canada/

Employee Benefits for Generation X

Sandwiched between caring for children and aging parents, Gen X employees have diverse benefits needs. Considerations for this group include:

• Work-Life Balance: With multiple responsibilities, schedule flexibility and remote work options are particularly appealing for Gen Xers, with only 6% still working a strictly 9-5 schedule (Source).
• Childcare & Elder Care: Support for both children and adult dependents is valued, including onsite daycare, daycare stipends, and elder care assistance programs.
• Retirement Saving: Now in their peak earning years, matching retirement contributions through RRSPs or other savings vehicles resonates with Gen X.
• Supplemental Health: Additional group health benefits or group critical illness insurance help Gen Xers bridge gaps in coverage for themselves and their dependents.

Read more: https://ebsource.ca/employee-benefits-for-gen-x-workers/

Employee Benefits for Baby Boomers

Many boomers are delaying retirement or pursuing “encore careers.” Here are some considerations for this generation:

• Comprehensive Health Insurance: As they age, baby boomers strongly value comprehensive health and drug coverage. Over 83% say employer-provided health insurance is critical. (Source)
• Retirement & Financial Planning: Support in the form of advisory services to help navigate retirement, taxes, and investments appeals to boomers beginning to exit the workforce.
• Rewards & Recognition: Boomers appreciate being valued for their experience. Simple gestures of recognition help retention in this group.
• Flexible Schedules: Options like part-time hours, freelance gigs, and job-sharing arrangements allow boomers to gradually phase into retirement.

Read more: Employee Benefits for Older Workers in Canada

Comparison of Top Benefits By Generation

Employers wanting to take their benefits programs from one-size-fits-all to tailored for their workforce should follow these best practices:

• • Conduct Regular Surveys to solicit employee feedback on their benefits needs, preferences and satisfaction levels. Track trends over time by generation.

• • Provide a Flexible Spending Allowance that empowers employees to select benefits options each year that best meet their evolving needs within a set budget.

• • Incorporate New Offerings Gradually based on survey results, focus groups and benefits utilization data to expand choices over time as the budget allows.

• • Leverage Online Systems to provide employees with a seamless benefits management experience. Make information on options readily accessible from any device.

• • Communicate Clearly and Often through multiple platforms like videos, webinars, and guides to boost benefits and understanding across generations.

• • Review Legal Compliance with specialized attorneys and human resources advisors to ensure benefits plans adhere to employment regulations.

• • Partner with Carriers equipped to provide dedicated support for effectively administering personalized benefits programs.

Beyond traditional offerings, creative employers are proactively catering to diverse demographics through innovative benefits like:

Lifestyle or Flexible Spending Accounts

An annual allowance for employees to select from a menu of benefits options based on what best suits their needs that year. These accounts empower employees to personalize benefits based on life stage.

Fertility, Adoption, and Surrogacy Benefits

For millennials and Gen Xers growing families, covering some costs associated with having children can boost loyalty. Include benefits like fertility treatment coverage, surrogacy assistance, and adoption grants.

Childcare Subsidies

Providing monthly stipends from $400-800 to offset daycare or babysitting costs helps relieve financial stresses for parents. Supporting childcare meets a massive need for millennials and Gen X in particular.

Student Loan Repayment Assistance

Contributions towards employees’ monthly student loan payments attract millennials and Gen Z graduates saddled with debt. Even $100 monthly paid directly to the loan provider makes a meaningful difference.

Tuition Reimbursement

Covering some or all of employees’ tuition for career-advancing courses and certifications promotes continuous learning. Support development with payment for courses, training seminars, and certificate programs.

Onsite Health Clinics

Providing basic healthcare and onsite resources allows employees to access care near work. Clinics can administer routine care, prescribe common medications, and refer to specialists.

Generous Remote Work Options

Flexibility to work from home full or part-time improves work-life balance and accommodates varying needs. Remote options particularly meet the needs of Gen X juggling commitments.

Unlimited Vacation

For high performers, flexible, open vacation policies empower employees to balance work and life. Millennials and Gen Z tend to favour unlimited vacation models.

Sabbaticals

Allowing employees 1-2 months of paid time off policies after key milestones to pursue passion projects helps avoid burnout. Sabbaticals appeal to demographics seeking personal growth and flexibility.

Phased Retirement

Enabling boomers to gradually scale down through reduced hours or seasonal schedules helps retain skills longer. Phased retirement provides a work-life balance for older employees.

Health Savings Accounts

Pre-tax savings accounts for healthcare expenses help workers prepare for current and future medical needs. Especially beneficial for boomers and Gen Xers.

Pet Insurance

Some coverage for vet visits, medications, and procedures for employees’ pets takes care of the “fur family”. Younger pet owners appreciate this creative benefit.

Identity Theft Protection

Providing access to identity monitoring and recovery services gives employees peace of mind. Helpful for Gen Xers and boomers watching assets grow.

The benefits of tailored offerings extend beyond individual employee satisfaction. Personalization strengthens organizational culture, reputation, and business performance.

Key Advantages of Personalized Benefits

• • Increased Recruitment & Retention: Stand out in competitive talent markets by meeting diverse employee needs. Employees are unlikely to leave companies that invest in their priorities.

• • Boosted Engagement & Productivity: Benefits that resonate with employees’ lifestyles keep them happy, motivated, and focused at work.

• • Enhanced Corporate Reputation: Support for employees’ whole lives earns trust and goodwill that extends into the community.

• • Reduced Costs: Better meet needs within benefits budgets through flexibility. Customized options can cost less than extensive one-size-fits-all plans.

• • Adaptable Strategy: Mix and match benefits as workforce needs evolve. Surveys and focus groups ensure offerings stay relevant.

• • Tax Benefits: Certain approved employee benefits enjoy tax advantages for both employees and employers.

• • Data-Driven Decisions: Utilization metrics identify low-engagement offerings to swap out for more popular options. Minimize benefit spending waste.

• • Inclusive Culture: Personalization conveys respect for diversity. Employees feel recognized, included, and valued.

To keep pace with Canada’s evolving workforce, regularly reassess current offerings.

• • Conduct Annual Reviews: Survey employees, analyze usage data, and meet with your benefits advisory team each year to determine needed changes.

• • Monitor Trends: Keep abreast of emerging benefits, regulation changes, demographic shifts, and technology disruptions that may impact strategy.

• • Phase Out Poor Performers: If utilization data shows low adoption of a benefit option, it may be a candidate to discontinue when adding new options.

• • Introduce a Small Number of Changes Annually: Dramatic overhauls are disruptive. A few new benefits or replacements each year keep choices fresh.

• • Communicate Clearly: Employees need clear information on changes well before the next open enrollment cycle. Emails, webinars, guides, and workshops help ensure understanding.

• • Bring Employees Into the Process: occasional focus groups that review benefits usage data and weigh in on potential new offerings keep employees engaged partners in the process.

Canada’s workforce grows more demographically diverse each year across generations, geographies, and cultures. Employers must meet these multifaceted teams’ varied needs to unify, engage, and empower them. One-size-fits-all benefits packages no longer resonate.

Employers can craft personalized benefits strategies adapted to Canada’s evolving labor pool by surveying employees, incorporating tailored offerings, leveraging technology, focusing on continuous improvement, and communicating changes clearly.

When employees’ unique benefits priorities are met, retention, recruitment, engagement, and productivity will benefit across generations. Start the conversation within your organization today about how to tailor your offerings. Visit Ebsource for more advice on strategically engaging Canada’s multigenerational workforce through targeted employee benefits.

Ebsource enables informed benefits choices. Our impartial insights come from financial experts aligned to industry best practices. We source accurate data from reputable agencies like Statistics Canada. Through rigorous research of major providers, we provide tailored recommendations matching individual needs and budgets. At Ebsource, we uphold strict editorial standards and transparent sourcing. Our goal is equipping Canadians with trusted knowledge to choose optimal benefits confidently. We strive to be Canada’s most reliable resource for savvy benefits guidance.

• • Tailoring Benefits to Meet Diverse Employee Needs – https://thebossmagazine.com/

• • Here’s how to tailor employee benefits to a diverse workforce – https://weforum.org/

• • Workplace Benefit Trends By Generation In 2024 – https://forbes.com/