It’s important for employers to examine benefits data to tailor their offerings and focus on organizational resiliency to be successful in the year ahead, says Janine Mcinnis, vice-president of benefits consulting at Hub International Canada.
“[Employers] striving to build sustainable, responsible businesses have a lot to contend with in 2026. In a landscape shaped by rising costs and evolving employee expectations, organizations are rethinking how to strategically invest in benefits that deliver meaningful value.”
Not only are costs rising for all benefits plans, but businesses with ageing employees are facing an extra bump, notes Mcinnis. “Organizations are navigating multigenerational workplaces and it’s having a meaningful impact on businesses across the country. At the same time, [human resources] teams face growing pressure to attract new talent while ensuring benefit plans remain relevant for all employees and financially sustainable over the long term.”
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It will be more important than ever for organizations to be intentional in selecting benefits offerings that align with the diverse needs of their workforce, she adds. By leveraging data-driven insights, employers can make informed decisions about where benefits investments will have the greatest impact while maintaining long-term cost sustainability.
The rising utilization of long-term disability benefits is another key consideration for HR teams this year. “A proactive approach that integrates disability management into HR processes and benefits plan design not only helps manage costs, but it also creates opportunities to enhance employee well-being and strengthen organizational performance.”
While benefits have often been a key tool for attracting and retaining talent, organizations are reassessing their approach for 2026 to develop organizational resiliency, says Mcinnis. “True resiliency means anticipating and adapting to change proactively before the situation becomes critical. Data plays a central role in helping organizations strengthen benefits resiliency by revealing employee needs and guiding decisions to address coverage gaps.”
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Employers will benefit from approaching benefits with the same risk-mitigation perspective applied to other organizational frameworks, she adds. “For example, they can compare and benchmark programs with competitors and analyze data to determine which benefits employees value most. [This will] help guide thoughtful and informed decisions, while balancing increasing costs.”
Looking at best practices for the year ahead, Mcinnis suggests employers focus on benefits by making them a cornerstone of their HR strategy in 2026 to improve attraction and retention.
“[Employers can also] create options around employee well-being — from retirement planning and financial well-being to mental health and emotional well-being — to improve retention and energize their workforce. A culture that values employee well-being [often leads to] loyalty and engagement, strengthening commitment across the organization.”
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