Virtual Care
Remote access to healthcare professionals for concerns that can be assessed appropriately by phone, video or secure messaging.
Explore virtual careWellness Solutions
Wellness support employees can actually use.
Bring the right mix of virtual care, mental-health support, employee assistance, wellness spending and education into a program employees can navigate with confidence.
Broader support · Easier access
Wellness solutions at a glance
Access, support and prevention—working together.
Whole-person supportBring together services that support physical, mental, financial and social well-being.
Multiple access pointsCombine digital, telephone and in-person resources.
Confidential participationPersonal details remain private when employees access support.
Measurable valueLook at usage trends and employee feedback to see what is working and where adjustments may help.
Needs-led designStart with workforce priorities, barriers and existing coverage.
Coordinated servicesMake it clear which resource to use and when.
Inclusive accessConsider location, schedule, language, disability and family needs.
Continuous improvementReview participation, experience, gaps and provider performance.
What Are Wellness Solutions?
Support for the challenges employees encounter.
Wellness solutions offer practical help with health concerns, personal pressures and everyday habits. These resources can assist employees, but they do not replace an employer’s responsibility to address unhealthy workloads, workplace hazards or poor management practices.
Employee well-being depends on more than benefits.Employee resources should form part of a broader approach that also addresses occupational health and safety, psychological risks, accessibility, accommodation and organizational culture.
Wellness Solution Options
Choose services with a clear purpose.
Identify what each service actually provides: clinical care, counselling, reimbursement or guidance. Similar wellness labels can describe very different offerings.
Employee Assistance
Confidential short-term counselling, support for employees and their families, including mental health, work-life and everyday personal concerns.
Explore EAP servicesWellness Spending Account
An employer-funded allowance for eligible wellness expenses selected under the organization's program rules.
Explore wellness spendingHealth Navigation & Coaching
Support that helps employees understand care options, manage chronic conditions and follow practical health goals.
Give employees a practical starting point.
At launch, provide a short reference with enrolment steps, contact details and access links. Keep it in a familiar location and include it in new-employee materials.
Program Design
Decide what matters before deciding what to add.
We explain the recommended approach, the reasons behind it and which steps should take priority.
01
Understand the workforce
Look for recurring concerns in employee feedback and available aggregate information, then establish the specific problem a service would need to address.
02
Map existing resources
Create an inventory of current services, noting what each provides, who can use it and which provider is responsible.
03
Prioritize meaningful gaps
Weigh how many employees face the issue, how significant its effects are and whether an available service can realistically help.
04
Compare providers and contracts
Ask providers to demonstrate how they would handle relevant employee situations, then confirm that the proposed contract reflects the service described.
05
Launch and follow through
Assign responsibility for implementation, confirm the service is operating as intended and follow through on issues identified after launch.
A Connected Experience
Finding the right resource should not be complicated.
Give employees a clear first point of contact for common concerns and explain how they will be directed elsewhere if another service is better suited to help.
A coordinated program makes clear
- What each service is designed to address
- Who is eligible, including family members
- How and when employees can access support
- Which services are confidential
- When urgent or in-person care is required
- How one service connects with the next
Core Benefits & Wellness Solutions
Different parts of the plan serve different purposes.
Core benefits primarily provide insurance protection or reimbursement. Wellness services generally provide access to care, guidance or practical resources, although some arrangements combine these functions.
Core Group Benefits
Insurance and reimbursement for eligible health events and expenses.
- Prescription drugs and paramedical services
- Dental care and medical supplies
- Life, disability and critical illness protection
- Defined contractual coverage and limits
- Claims adjudication by the insurer
Wellness Solutions
Services and resources that support access, prevention, navigation and everyday well-being.
- Virtual care and care navigation
- EAP and mental-health resources
- Wellness spending and lifestyle support
- Education, coaching and digital tools
- Employer-funded or subscription-based models
Avoid unnecessary duplication. Confirm what a new service would add beyond existing arrangements. Similar features may still differ in availability, depth of support or eligibility, so assess the additional value before paying for both.
Privacy & Measurement
Focus on the bigger picture,
not individual behaviour.
Evaluation should protect confidentiality and focus on whether the service is accessible, trusted and useful.
Privacy by design
Confirm the provider’s responsibilities for handling personal information, including permitted uses, safeguards, retention and response to a breach.
Confidential accessAggregate reportingData safeguardsClear consent
Useful measures
Look at changes in awareness, access and employee experience together. A usage figure alone does not explain whether the service is meeting its purpose.
Employee awarenessAccess experienceService qualityProgram fit
Keep individual participation confidential.Request reports that do not identify participants or allow their identities to be inferred from small groups or detailed breakdowns.
Frequently Asked Questions
Wellness solutions, explained.
The right mix depends on workforce needs, existing benefits and the quality of available providers.
What is an employee wellness program?
It is a coordinated set of resources, services and workplace practices designed to support employee health and well-being. It may include virtual care, an EAP, mental-health services, wellness spending, education and condition-management support.
Is wellness the same as a group benefits plan?
No. Core benefits insure or reimburse defined expenses and risks. Wellness solutions generally improve access to support, navigation, prevention and everyday well-being. The categories can complement one another.
Which solution should an employer introduce first?
Start with the most important unmet workforce need and review what the current insurer, EAP and disability providers already include. The best first step varies by organization.
Should participation be mandatory?
Many personal wellness services are most appropriate as voluntary resources. Employers can make access easy and encourage awareness without requiring employees to disclose private health information.
How can smaller employers offer wellness support?
Smaller organizations can prioritize a few high-value services, use programs bundled with the benefits plan and focus on clear communication instead of purchasing a broad platform.
How should employers measure success?
Use aggregate measures such as awareness, access, wait times, employee experience and service gaps. Interpret utilization carefully: higher use may indicate strong awareness rather than poorer employee health.
Can wellness programs prevent disability claims?
They may help employees access support earlier, but no program can guarantee that illness, absence or disability will be prevented. Wellness should coordinate with accommodation, disability management and return-to-work practices.
How often should the program be reviewed?
Review the program at least annually and whenever workforce needs, vendors or benefits change. Regular reviews should examine overlap, gaps, employee experience, privacy and value.
Do your wellness programs work together?
We can review your current services, identify gaps and compare options for virtual care, EAP, mental-health support, wellness spending and employee education.