Before leaving the house, checking the weather is second nature. If it’s chilly, the solution is to bring a jacket. Blazing hot outside? Better to wear sunscreen and a hat. While controlling the weather is out of the question, preparing for changing conditions isn’t.
Much like the weather, the benefits industry is constantly changing. One area where plan sponsors can find room for adaptation is disability claims. According to a Statistics Canada survey, there was a 4.7% increase in Canadians with a disability from 2017 to 2022. With storm clouds on the horizon, long-term disability claims are becoming more frequent and complex. So, what exactly is driving this forecast for employers?
The main factor impacting disability claims today is mental health. According to the Mental Health Commission of Canada, “Mental health problems account for approximately 30% of all short- and long-term disability claims across Canada.” Beyond sudden injuries and cancer, musculoskeletal conditions resulting from workplace environments continue to be another leading cause of disability claims.
Another important factor is access to care. From family physicians to specialists, Canadians are reporting mounting wait times for medical services. According to The Fraser Institute’s National Waiting List Survey in 2024, 3.7% of Canadians are waiting for treatment. With diagnoses and treatment pushed farther into the future, how can employers plan for the storms ahead?
The first step is understanding accommodation and early intervention.
Accommodation is a legal requirement that obliges employers to remove barriers and provide reasonable adjustments that enable employees to participate fully in the workplace. Providing accommodation promotes consistency, supports legal compliance and helps employees remain productive while managing their health. Common accommodations include:
- Flexible scheduling for medical appointments
- Modifying job duties
- Offering hybrid work arrangements
- Taking an ergonomic approach to workplace design.
By offering accommodation, employers are, in effect, checking the weather before leaving the house. Knowing it is about to rain is one thing, but dressing for the rainy days ahead is another. That is where early intervention comes in.
By offering early intervention to treat mental health and musculoskeletal conditions, employers can help employees better understand their health conditions and access support before those issues progress to short or long-term disability. According to Medavie Blue Cross, adopting an early intervention approach led to a 20% reduction in mental health claims progressing to long-term disability.
So, what does early intervention look like? It starts with improving access to care. Whether it’s early mental health intervention that cuts wait times from six months to nine days or physical evaluations that identify musculoskeletal injuries before they become chronic, the goal is the same: helping members receive the right care as early as possible. Employers can support this by offering benefits that connect members with health professionals sooner rather than later.
Much like the weather, there is no way to know if or when disability may affect us, but we can prepare for it. By staying informed about current trends, offering meaningful workplace accommodations and investing in early intervention strategies, employers can be better prepared to weather whatever storms lie ahead.
