According to a recent survey by RBC Insurance, 75% of Canadian women want or need benefits that specifically support women’s health, including coverage for services related to fertility and menopause.

So, how can employers rise to the occasion and provide benefits that meet employee needs? The answer lies in flexibility.

The gender health gap has real consequences in the workplace. Women are more likely to suffer from chronic conditions that are under-researched or misunderstood, and many struggle in silence with issues like endometriosis, fertility treatments, perinatal mental health, and the physical and emotional challenges of menopause.

Without adequate support, many women report feeling forced to reduce hours, change careers, or leave the workforce altogether, often at critical points in their careers.

A flexible benefits model gives employees the power to allocate funds where they need them most, whether that’s fertility support, hormone therapy, mental health counselling, or complementary wellness services.

This tax-effective account can cover a wide range of CRA-eligible medical expenses, including:

With full control over how funds are spent, women can access care that’s tailored to their individual health journey — without navigating a rigid or outdated benefits plan.

Wellness is about more than just medical care. A WSA allows employees to invest in anything the company plan approves of, including:

The account is fully customizable to support the physical, mental, and emotional well-being of each employee, including those navigating life transitions that traditional plans may not support.

By combining health and wellness accounts into a single, adaptable plan, employers can support diverse and evolving needs across their workforce. For women, this means:

Taking proactive steps to prioritize women’s health isn't just good for employees, it's good for business. When women have access to meaningful, flexible benefits, they’re more likely to stay, grow, and lead within your organization.