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Should employers reduce massage coverage in their benefits plans?

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Marcel Poitras:

The solution is very simple. Just apply the insuring clause which restricts coverage to medical expenses required as a result of an illness or injury.

Tuesday, April 05 at 11:49 am | Reply

Stephanie:

HI there, the comment made about restricting paramedical coverage in favour of better drug coverage infuriates me.
I have arthritis (and I am in my 40s) and my regular visits to a physio therapist & Massage therapist allow me to avoid having to take Celebrex (which my doctor prescribed.)
We must spend more time & money on prevention & treatments that help the illness/injury rather than just using drugs as the answer to everything. The amount that I spend per year on paramedical benefits is far less than the cost of me taking Celebrex regularly.
If anything they could add in the provision to need a prescription for treatment of an injury or illness, but to think that it is just a “fluffy” benefit is very ignorant. Thanks

Wednesday, April 06 at 9:55 am | Reply

Scott Mooney:

1) Massage benefits are often only $300; a small piece of overall benefit plan. Most plans already require a Dr.’s prescription for its coverage. 2) Massage Therapy is often great at prevention. Reduction of stress and tension, improve physical and mental states, and therefore productivity. Helps the company make more money, or at least lose less. Also, with those improvements come less time off for sickness and pain, and also less use of those medications they complain are costing them too much.

Wednesday, April 06 at 11:44 am | Reply

Joe Nunes:

Any element of a benefit program can be abused. The key is to motivate employees to take a wellness focus and use the services that keep them healthy and actively at work.

Stereotyping massage or drugs as either good or bad isn’t useful.

Slowly, benefit plans are moving away from their insurance origins towards entitlements which is going to result in more users of more services. The answer is partly to shift attitudes and partly to shift plan design to encourage employees to spend benefit plan dollars wisely.

Wednesday, April 06 at 2:22 pm | Reply

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