With many Canadian employers likely to have employees go on leave related to cancer, one survey suggests they need guidance on how to support those plan members before, during and after their leave, according to Julie Holmes, senior advisor for disability management at Desjardins Insurance, during Benefits Canada’s 2025 Toronto Benefits Summit.
The survey, by Cancer at Work and supported by Desjardins, found two in five Canadians will have cancer in their lifetime and about 40 per cent of cases occur during the working years, between ages 15 and 64. Only 25 per cent of respondents at companies with 10 to 49 employees and 13 per cent of respondents at companies with 250 to 1,000 employees said they were familiar with specific cancer issues such as the cognitive impairments. Respondents also struggled to identify all of the health-care services within their benefits plan that could help someone dealing with cancer.
Read: 2025 Healthy Workplace roundtable: The current stage of cancer in Canada
“When you have someone who’s going to be going off with cancer, they’re going to come to you as the employer with those questions: ‘What benefits do I have?’ ‘How am I going to manage my day-to-day?’”
In addition to coverage for paramedical practitioners such as occupational therapy, physiotherapy, psychology, acupuncture, massage therapy and dieticians, other services such as home nursing care, Holmes said nutritionists and home assistance services can help to lighten the load while someone is going through chemotherapy treatments.
Employers also generally lack return-to-work policies and programs, she noted, citing more survey results: just 16.7 per cent of respondents have a policy to facilitate a return to work, while 58 per cent have no policy but make ad-hoc accommodations. Eighteen per cent have a progressive return-to-work program (meaning it was informal or case by case) and 72.7 per cent have no program but would make accommodations on an ad-hoc basis.
Read: Flexible return-to-work policies crucial for cancer survivors
“It’s really important to develop a structured accommodation plan for return to work,” said Holmes. “It’s truly an asset for employers as well, because then they have a more consistent schedule, they know the main obstacles to returning to work and any cognitive impairments or physical limitations.”
She also stressed the value of prevention, noting 17 of the 34 most common cancers in people aged 25 to 84 are on the rise among people younger than 50. And 10 of those 17 are linked to obesity.
Holmes encouraged plan sponsors to consider strategies to help employees take charge of their health, such as removing some junk foods from company vending machines, hosting lunchtime fitness classes or implementing a wellness account with reimbursement eligible for physical fitness expenses like gym memberships, running shoes and weights.
Within an employee benefits plan, vaccine coverage, smoking cessation tools and coverage for dieticians and physiotherapists can all support preventative health-care and reduce cancer risk, she added, noting plan sponsors can also cover fees associated with screening tests for various types of cancer.
Read more coverage of the 2025 Toronto Benefits Summit.